Time management has been around for some time as a concept, a skill set, a self-help topic, and a training & development endeavor.

Seems logical to think time management (read, efficiency and/or productivity) would be part of employee engagement. [If you read yesterday's posting, Time of Engagement, you'll understand when I say the employee who is engaged and who utilizes strong time management skills offers quality of engagement time, not just quantity.]

And such thinking surely is logical. Simply, the employee who is

• better able to ignore distractions,
• avoid interruptions,
• remain focused on task(s) at hand,
• move through a series of actions,
• achieve completion in a timely manner

will more likely engage, enjoy being engaged, and maintain engagement for a longer time.

Dozens of time management books appear on Barnes & Noble shelves and Amazon.com's website. Dozens of books mean hundreds of specific suggestions to help us manage our time successfully. Maybe.

You can offer your people training time management skills. The employees already good in managing their time will gain from the classes.Those who aren't, won't.

Or you can view strong, effective time management as part of your business culture and so your business behavior. Suppose you:

• Identify time management as a fundamental component of how your business operates.
• Communicate widely, continually and consistently how and why time management is valued.
• Provide opportunities and resources by which employees can enhance their own time management skills.
• Incorporate both processes and results of strong time management into employee expectations.

Time management really is a behavior more than a skill set. Behavior comes from appreciation of and identification with the culture one is in.

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Tags: Employee Engagement, time management