Unlock your discretionary effort

A willingness to invest that additional level of discretionary effort, and undertake that little bit extra, means you will be far more likely to complete work that you are proud of, and be appreciated by colleagues and management.

This enthusiasm, commitment and raised performance is also likely to separate you from the rest of your colleagues, marking you out as a potential candidate for promotion and fast-track career progression.

Normally, employers endeavour to find ways to build employee engagement that will lead to the unlocking of such discretionary effort, but there’s nothing to stop individuals from taking the lead and releasing additional discretionary effort for themselves.

Make work more engaging

Employees want to feel that their work is relevant and has a direct correlation with their organisation’s overall goals, especially those who seek to find meaning in their work.

So individuals who feel a genuine affinity with their organisation and its direction will find it easier to fuel their energies and be more passionate and committed to their work.

“Think about how your day-to-day activities fit into the bigger picture,” says David Harman, a director at leadership development consultancy LDL. “If you don’t know how your role is supporting the organisation at the highest level, ask your leader to clarify this.”

Then make a conscious effort to think about what else you can do to make your current role more worthy and to increase your personal connection with work.

Think positive

Individual self-perception and sense of worth play a huge part in whether you feel like raising your game and releasing discretionary effort or not.

If you have nagging doubts that you are not up to the task of a new challenge, or your inner voice tells you not to even bother attempting it, you are likely to remain in your comfort zone.

“Monitor what you say to others but, even more importantly, pay careful attention to what you say to yourself,” says Harman. “Make your self-talk as positive and energised as possible.

“Developing a ‘can-do’ attitude is the very best way to overcome any obstacles in your path,” he says.

Appeal to your self-interest

Seek to make your role more stimulating by insisting on changes that will help ramp up your energies and make your job more satisfying. Make it known you would like to contribute ideas, particularly towards important company goals, and show interest in what’s happening to the business outside your immediate remit.

Make sure you are being continually developed at work and challenged in ways that take you closer to what you want to achieve, suggests Harman.

“Don’t be afraid to step out of your comfort zone and do something that scares you each day,” he says. “As with most things in life, you only get back what you’re prepared to put in.”

Get feedback

Feedback has the greatest impact when it is personalised and delivered to individuals on an ongoing basis. One international study found that regular informal feedback is linked to a 40% rise in employee performance, and a 20% increase in discretionary effort.

So if regular and meaningful feedback isn’t forthcoming, don’t be afraid to ask for it – it will make your job more fulfilling and encourage you to give your very best.

And make sure you remember to celebrate your successes.

If you only do 5 things

1. Understand how your role contributes to the organisation's goals.
2. Endeavour to achieve something every day.
3. Work on improving your self-perception.
4. Pull out all the stops to make your current role more interesting.
5. Ensure you receive frequent informal feedback.

For more information

Book

A Bias for Action: How effective managers harness their willpower to achieve results, Heike Bruch, Sumantra Ghoshal, Harvard Business School Publishing, £17.99, ISBN 1591394082

Article

How to create meaning at work

Expert's view on unlocking your discretionary effort
David Harman, director, LDL

Which organisations are particularly good at securing high levels of discretionary effort from employees, irrespective of their career stage?

• Those with inspirational leaders - not just at the top, but at every level in the organisation. These leaders will clearly communicate their vision with every single employee, and create cultures that make it abundantly clear what's expected from each individual.
• Those that care about developing people, provide opportunities to learn and progress and take time out to have fun. Ultimately, the companies that are best able to secure high levels of discretionary effort value every individual's opinion.

Which key drivers are responsible for inspiring discretionary effort?

• Contributing to the bigger picture.
• Being respected as an individual.
• Having your views listened to.
• Positive feedback and praise.
• Being part of a motivated workforce.

Factors most likely to inhibit discretionary effort are:

• Managers that demand instead of inspire performance.
• Feedback that only ever focuses on the negatives.
• Not having achievements recognised.
• Low expectations or self-worth.
• Poor work-life balance.

What is the latest thinking on the subject?

Business leaders are becoming increasingly aware that releasing discretionary effort has a critical role to play in improving productivity and profitability.

HR has been aware of this for some time, but is now recognising the importance of finding ways to inspire and motivate better performance from individuals, instead using 'carrot and stick' methods.

What are your three top tips?

• Develop a positive attitude.
• Make sure you understand how you contribute to the bigger picture.
• Ensure your job is supporting your personal development and goals, rather than hindering them.