If you’ve ever read a job post—any job post—you’ve probably seen the phrase “must be able to multitask.” It’s one of the most common (and arguably, overused) phrases in hiring. Companies seem to love the idea of someone juggling multiple responsibilities, switching gears seamlessly, and getting more done in less time.
But what if the very thing employers are asking for—the ability to multitask—is actually undermining performance?
What if the real differentiator between average and exceptional employees isn’t how many tasks they can balance at once—but how well they can focus?
Let’s unpack why “multitasking” is often a productivity trap, why focus is a far more valuable skill in today’s workplace, and what employers can do to build an environment that helps people do their best, most focused work.
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The Multitasking Myth
For decades, multitasking has been worn as a badge of honor. It sounds efficient. It looks busy. It feels productive. But research consistently shows that humans are terrible at true multitasking.
What we actually do isn’t multitasking—it’s task switching. Each time you move from one task to another, your brain must refocus, reorient, and re-engage with the new context. That takes time and energy. Studies have found that frequent task switching can reduce productivity by as much as 40% and lead to more errors, higher stress, and mental fatigue.
In short, multitasking often means doing multiple things poorly rather than one thing well.
And in many industries—especially those like the Green Industry, where safety, precision, and timing matter—this isn’t just inefficient. It’s risky. The foreman who’s “multitasking” between giving directions, taking a client call, and operating machinery isn’t just distracted—they’re a potential liability.
The same problem shows up in office environments too. Consider a project manager who’s bouncing between emails, video meetings, and spreadsheet updates. Each interruption chips away at their ability to think strategically or catch small but critical details in a client proposal. The result? Missed deadlines, avoidable mistakes, and mental exhaustion disguised as productivity.
Focus: The Hidden Superpower
While multitasking scatters our attention, focus channels it.
The ability to focus means being fully present on a single task or problem until it’s resolved. It’s what allows a designer to create a landscape plan that wows a client, or a technician to install irrigation systems that work flawlessly. It’s also what allows leaders to make thoughtful decisions instead of reactive ones.
Focus creates depth—of thought, of craftsmanship, and of impact.
Think about your best employees. They probably don’t spend their days bouncing between 15 open tabs, text messages, and Slack notifications. They’re immersed in what they’re doing. They take pride in getting it right, not just getting it done.
That kind of focus translates directly to better performance, higher quality, and lower error rates.
Why We Reward the Wrong Thing
So why do so many job descriptions still list “multitasking” as a desired skill?
Because it sounds like the right thing. It suggests adaptability, responsiveness, and the ability to handle a busy workload—all qualities employers value. But in practice, multitasking is often a symptom of poor systems, unrealistic workloads, or unclear priorities.
When everything is urgent, nothing gets done well.
When employees are constantly pulled in multiple directions, they may appear productive—but much of that effort is spent recovering from interruptions and switching contexts. This creates a culture of busyness instead of effectiveness.
It’s time to rethink what we reward and what we hire for. Instead of praising those who juggle five things at once, start celebrating those who can dive deep into one task, finish it efficiently, and deliver excellent results.
Hiring for Focus Instead of Multitasking
If you’re in a hiring role, you can start by reframing what you look for in candidates.
Instead of saying “must be able to multitask,” consider language like:
- “Able to prioritize and focus on what matters most.”
- “Thrives in completing one project at a time with high attention to detail.”
- “Brings discipline and focus to their work.”
- “Demonstrates the ability to manage competing priorities effectively.”
You’re not hiring someone to spin plates—you’re hiring someone who can tell which plates matter most.
During interviews, ask questions that reveal focus-related skills. For example:
- “Tell me about a time you had to balance multiple priorities—how did you decide what to focus on first?”
- “Describe a project where your attention to detail made a difference in the outcome.”
- “When you’re interrupted or distracted, how do you get back on track?”
These questions help you identify candidates who are mindful about their work habits, not just those who can handle chaos.
Creating an Environment That Supports Focus
Even the most focused employee can’t thrive in an environment that constantly demands divided attention.
If your company truly values focus, you need to make it possible. That starts with leadership.
Here are a few practical ways to create a culture of focus:
- Clarify Priorities
Too often, everything feels important. Employees need to know which goals are top priorities so they can align their focus accordingly. Clear communication from leadership helps prevent burnout and confusion.
- Reduce Unnecessary Interruptions
Every ping, alert, and email takes a toll. Create norms around communication—such as designated times for team check-ins or “quiet hours” for deep work. Encourage employees to silence notifications during focused periods.
- Encourage Time Blocking
Teach your team to dedicate uninterrupted blocks of time to specific tasks. Even 60–90 minutes of deep work can yield dramatically better results than a day full of interruptions.
- Lead by Example
Leaders set the tone. If managers constantly multitask, check email during meetings, or interrupt others mid-task, that behavior spreads. Model focus by being fully present in conversations and meetings.
- Design Workspaces for Focus
Whether remote or in-person, physical and digital environments matter. Simple changes like quiet areas, fewer open tabs, and better task organization tools can make focus easier.
- Reward Quality Over Quantity
Shift your performance metrics from “how much” to “how well.” Recognize employees who deliver excellence, not just speed. When people see that focused work is valued, they’ll give more of it.
Focus in the Real World
Some of the most successful companies and leaders in the world are obsessive about focus.
Steve Jobs once said, “Focus is about saying no.” He believed that innovation and excellence come not from doing everything, but from doing a few things exceptionally well.
That philosophy isn’t limited to tech. In the Green Industry, for example, the most respected companies aren’t necessarily the ones taking on the most jobs—they’re the ones delivering consistently high-quality work that earns long-term relationships.
When employees are empowered to focus, they make fewer mistakes, produce better work, and take more pride in what they do. That pride shows in the finished product, in customer satisfaction, and in employee retention.
The Employer’s Role
Focus isn’t just a personal skill—it’s a partnership between the employee and the employer.
If your company culture glorifies constant busyness, you’ll attract people who thrive on chaos—and you’ll burn them out. But if you build an environment where people can focus, think deeply, and do great work, you’ll attract (and keep) a higher caliber of talent.
At BR1, we see this pattern all the time. The employers who create focus-friendly workplaces—clear goals, structured communication, and respect for people’s time—get better performance from their teams. Their employees aren’t just busy; they’re effective.
And in a world where everyone’s fighting for attention—online, on the job, and in life—that’s a real competitive advantage.
Final Thoughts
It’s time to retire “multitasking” from your job descriptions and your expectations. The best employees aren’t the ones who can do a dozen things at once—they’re the ones who can focus deeply on one thing and do it better than anyone else.
As you build your team, ask yourself: are we hiring for focus, or are we encouraging distraction?
Because in the end, productivity isn’t about doing more—it’s about doing what matters most.
Call to Action
If you want help hiring focused, high-performing people—or building a workplace where they can thrive—BR1 can help.
We specialize in recruiting and HR solutions for companies that want stronger teams, better retention, and measurable results.
Contact us today to learn more.
