Employee Productivity Post from upStart HR
This is a great posting from Ben Eubanks from upstartHR that summarizes some research on a manager’s impact on employee productivity. Be sure to click the links at the end of the post to see the original source of the info and the YouTube video.
Mary Ila spoke at the 2025 DisruptHR Huntsville event in August, all about how to make work fun and productive. Here’s a recap on what her five minute talk emphasized!
Work and play. Too often, we treat them as opposites—like you can only have one at the expense of the other. But what if the real secret to stronger results, happier teams, and better workplaces is choosing AND?
At Horizon Point, we believe the most impactful organizations are the ones that put people first. And putting people first means recognizing that work and play don’t have to be at odds. In fact, blending the two is where innovation and connection thrive.
For decades, we’ve separated the serious from the playful. Work is about productivity, deadlines, and outcomes. Play is what happens after hours. But that split ignores a core truth: people bring their best selves to work when they feel safe, connected, and able to enjoy what they do.
By embracing AND, we unlock a workplace culture where high performance and genuine joy coexist.
When we think about combining work and play, three core elements rise to the top:
Fun doesn’t mean frivolous. It means creating moments of levity and joy that break up the intensity of daily tasks. Laughter, shared activities, or simply celebrating wins together makes teams more resilient and energized.
Play builds bridges. When teams connect on a human level—beyond job titles and roles—they develop trust that strengthens collaboration and communication.
Play levels the playing field. When everyone is invited in, regardless of position or personality, workplaces become more open, creative, and equitable.
Of course, fun, connection, and inclusivity can’t thrive without psychological safety.
Psychological safety is the shared belief that the team is safe for interpersonal risk-taking. When employees know they can speak up, make mistakes, and be themselves without fear of judgment, they feel respected and valued. Research shows it’s one of the most important factors in effective teams.
So, how do you choose AND at work?
Work and play. Productivity and joy. Results and people first. When we stop choosing one over the other, that’s when workplaces truly thrive.
Every workplace depends on high-performing doers. These are the individuals who know the work, do it well, and set the pace for those around them. But when it’s time to lead others, the skills that made someone a great individual contributor don’t always translate directly into leadership.
Doer to Leader (D2L) is a professional learning series that supports technical experts, frontline staff, and emerging supervisors as they prepare to lead teams. This blended program helps participants shift their focus from tasks to people by developing leadership mindset, communication skills, and practical strategies for managing others.
Participants attend live virtual and/or in-person workshops, complete short self-paced eLearning modules, and apply what they learn through reflection and action planning. The result is a confident, capable leader who understands how to lead with purpose and clarity.
D2L for Everyone
For professionals in other sectors—nonprofit, small business, government—who are moving from technical work into leadership. Offers universal leadership tools with adaptable application.
D2L for Educators
For K–12 teachers, instructional coaches, and department leaders preparing for school administration roles. Focuses on leadership mindset, communication, and school-specific challenges.
We also provide FCD and SCDA Training leading to NCDA Credentialing and Certification for CTE professionals.
D2L for Manufacturing
For operators, engineers, and tradespeople transitioning into supervisor or team lead roles. Emphasizes coaching, accountability, and clear communication on the shop floor.
D2L for Healthcare
For clinical and technical staff stepping into leadership. Focuses on building trust, supporting teams, and leading effectively in complex care settings.
D2L is designed and delivered by our team at Horizon Point, a women-owned small business focused on building better workplaces and a stronger workforce. Our team combines expertise in human resources, education, organizational development, and talent strategy.
We understand the transition from doer to leader because we’ve helped hundreds of professionals make it.
Real-World Experience
Our consultants include former educators, HR generalists, career coaches, and industry leaders. We’ve worked in and with schools, hospitals, manufacturing plants, nonprofits, and more.
Research-Based, Practical Design
We build learning experiences that are grounded in adult learning theory, backed by behavioral science, and focused on practical, real-world application.
Industry-Relevant Expertise
Because we’ve led teams in your world, we tailor examples, discussions, and tools to your environment—whether it’s a classroom, a clinic, a shop floor, or a small business office.
Values-Driven Work
We lead with our values:
People First
Productivity
Passion
Continuous Learning & Improvement
Give Back
At Horizon Point, we help people grow because we believe leadership is not a position—it’s a practice. And we’re here to help participants practice it with skill and confidence.
Learn more about our team at horizonpointconsulting.com/about
The Alabama Legislature recently passed SB289, a bill supporting the teaching of the Success Sequence in all public schools. This three-step model offers a data-driven approach to breaking the cycle of poverty:
Graduate from high school
Obtain full-time employment
Marry before having children
The sequence is simple, but the order is essential. Research from Brad Wilcox and Wendy Wang found that 97% of millennials who followed this sequence were not poor in adulthood, further citing that is also the case for 94% of Millennials who grew up in lower-income families and 95% of those who grew up in non-intact families.
Source: The Power of the Success Sequence for Disadvantaged Young Adults
The relationship between education, employment, and poverty is widely studied (also, remember the Benefits Cliff?). However, marital and parental status is often overlooked, unless the discussion centers around childcare or workforce participation. But the data suggests we need to talk more openly about the order of life events.
Raising children is hard and expensive, regardless of your educational level, job status, or marital situation. But raising children without a high school diploma, without full-time employment, and without a supportive partner makes the challenge exponentially harder. The hurdles compound and make it more difficult to escape poverty.
Let’s zoom in on the middle step: employment.
If you lack a high school diploma and have children without support from a spouse or caregiver, holding a job becomes significantly more difficult. You’re more likely to experience job instability, absenteeism, and burnout. For employers, this translates into higher turnover and less workforce reliability.
While the model doesn’t say you must get married or have children, it suggests a strategic order if you do. Marriage before children, backed by education and employment, sets individuals – and their families – up for long-term stability.
Promoting the Success Sequence isn’t just about preventing poverty. It’s also about ensuring a strong, stable workforce. When individuals follow this path, they’re more likely to stay employed, reducing turnover and increasing productivity.
Supporting the sequence, whether through school programs, community education, or policy, could be a smart, proactive investment in both economic mobility and workforce development. The Brookings Institution in D.C. has been talking about the Success Sequence for over a decade. Maybe it’s time we pay attention.
Do you think the Success Sequence is a valuable tool in reducing poverty and improving employment outcomes? Should schools and communities promote it more directly? We honestly want to know. Drop us a line at info@horizonpointconsulting.com or fill out the quick poll below.
Join us in welcoming guest blogger Mackenzie Cottles! Mackenzie is on staff at the Shoals Economic Development Authority (Shoals EDA), and this week she’s sharing the story of Remote Shoals and why where you live matters. Now more than ever, we want to highlight opportunities for people to do meaningful, productive work that also allows them to lead full lives for their mental, emotional, and physical wellbeing. Thank you for sharing your insights, Mackenzie!
In today’s fast-paced world, many people prioritize career advancement above all else when making life decisions. While having a fulfilling career is undoubtedly important, where you live plays an equally—if not more—significant role in your overall happiness and well-being. The place you call home influences everything from your daily lifestyle to your financial security and mental health. Thanks to remote work opportunities and shifting cultural norms, individuals now have more flexibility to choose a living environment that best suits their needs.
Where you live matters. Your surroundings have a profound effect on your mood, productivity, and overall happiness. Living in a place that aligns with your lifestyle preferences—whether that means access to outdoor activities, cultural experiences, or a lower cost of living—can greatly enhance your quality of life. For instance, someone who thrives in nature might feel stifled in a dense urban setting, while others may crave the energy and opportunities that big cities provide.
Beyond personal preference, factors like community engagement, work-life balance, and social support play a crucial role in shaping life satisfaction. Research has shown that individuals who feel connected to their community tend to experience lower stress levels and higher overall happiness. Additionally, factors such as climate, access to healthcare, public transportation, and safety can have a direct impact on your physical and mental well-being.
A common misconception is that career success should dictate where you live. Historically, job opportunities have significantly influenced relocation decisions, often prompting professionals to relocate to major metropolitan areas. However, the rise of remote work has fundamentally changed the way people approach their careers and living situations. More than ever, individuals have the freedom to live where they truly want rather than being confined to high-cost urban centers for job opportunities.
This shift has led many people to adopt a lifestyle-centric career planning approach, which emphasizes designing your life around what makes you happy rather than solely chasing professional titles. When choosing where to live, factors such as affordability, climate, recreational activities, and proximity to loved ones should be prioritized. After all, a high salary in an expensive city may not provide the same quality of life as a modest income in a more affordable, community-oriented town.
The Remote Shoals program is an excellent example of how people can choose a location that aligns with their values and goals. This initiative offers up to $10,000 in incentives for remote workers willing to relocate to The Shoals, a vibrant region in northwest Alabama known for its rich musical heritage, thriving arts scene, and affordable cost of living. This program presents an incredible opportunity for professionals seeking a balance between a fulfilling career and a high quality of life.
To qualify for Remote Shoals, applicants must meet the following criteria:
Any additional criteria can be found at remoteshoals.com/program-terms-and-conditions/
By providing financial incentives and a supportive community, Remote Shoals enables individuals to build a fulfilling life in a place that offers both affordability and cultural richness. The program is particularly attractive for remote workers who are looking to escape the high costs of major cities and establish roots in a location that fosters a strong sense of community. Where you live matters! Applications are currently open, but the current round will close on March 31, 2025!
Beyond financial incentives, relocating to a place that aligns with your values and lifestyle can lead to greater overall happiness. Some of the key benefits include:
Choosing where to live should be about more than just chasing a job title. Your environment plays a significant role in shaping your lifestyle, financial stability, and mental well-being. Programs like Remote Shoals demonstrate how location flexibility can empower individuals to prioritize happiness, community, and a healthy work-life balance. By considering factors beyond just career opportunities, you can make a choice that leads to long-term fulfillment and success in both your professional and personal life.
As companies reevaluate their remote work policies, many employees are being asked to return to the office—whether full-time or in a hybrid capacity. This shift can be particularly challenging for those who have relocated or grown accustomed to the flexibility of working from home. To navigate this transition, it’s essential to stay informed about company policies, maintain open communication with your employer, and proactively plan for your future. Programs like Remote Shoals offer an opportunity to build a supportive community that extends beyond the workplace, providing valuable networking connections and an enhanced quality of life. By establishing strong local ties and prioritizing personal fulfillment, remote workers can better adapt to career shifts while maintaining a sense of stability and well-being.
Ultimately, your career should serve as a tool to enhance your life rather than dictate where you live. With the rise of remote work and relocation programs, you now have the power to craft a life that reflects your values, aspirations, and overall happiness. So, if you’ve been feeling confined by your current location, consider making a change—your ideal lifestyle may be just one move away.
Mackenzie Cottles is the Marketing & Communications Specialist at the Shoals Economic Development Authority, where she manages and coordinates the Remote Shoals program. After working with Remote Shoals participants to ensure their time in the Shoals and in the program is everything they hope for, Mackenzie knows that relationships are an essential part of achieving their goal of bringing life-long citizens to the Shoals community. Mackenzie holds a Bachelor of Science in Mass Communications with a focus in Public Relations and a minor in Marketing from the University of North Alabama.
The Shoals Economic Development Authority (Shoals EDA) is a professional organization dedicated to economic development in Northwest Alabama, including Lauderdale and Colbert Counties. The Shoals EDA aids companies that are planning new or expanded facilities. The Authority serves as a point of contact to the network of private sector and local, state, and federal government entities that support a company relocation or expansion decision. It is organized as a public/private organization funded by local governments and area businesses.
