Let’s consider a situation, Mr. X is a banker. He has been working at National Bank for 2 years. Recently, he has become sluggish to conduct his banking activities. His manager, Mr. Y, has noticed that Mr. X has missed his last 6 deadlines consecutively. Also, Mr. X’s success rate (fulfillment of specific targets) is about 40%!
However, the manager knows that Mr. X has the potential to be one of the top employees of the National Bank. It’s a riddle for the manager that why did Mr. X become so unproductive at his work? How can he bring back Mr. X on the right track? Mr. Y is seeking the secret formulas to shift his employee productivity upward. Now, the question is, what are the secret formulas??
Bsically, In this article, we will confer about-
- Clear concept about employee productivity
- Common features of unproductive employees
- How to compute employee productivity
- The behavioral approaches to reinforce employee productivity
- The roles of management to improve employee productivity
- How to increase employee productivity
In a word, Productivity means quantity, quality, and efficiency are assured. An employee is someone who works for your cause. Employee productivity implies the assessment of quantity, quality & efficiency of certain employees. Sometimes, the effectual output of an employee in a given timeframe can be called employee productivity. Productive employees always meet deadlines & never waste their valuable time; they ensure quality services and efficiently use their time and efforts. Productive employees are the cornerstone of an organization’s success. You can check this excellent article on time management too for a more in-depth overview.
Notably, the traits of unproductive employee are given below:
The productive employees don’t complain, and they just do their work. It’s easier to complain about something than to be productive. Complaining means being reluctant to do the allocated tasks.
The employees will make excuses to put something off. They will postpone their duties and won’t show interest at all.
Lack of motivation causes unproductivity. When there are no drivers for employees to accomplish their tasks, they will simply become lethargic. If the employee is a wrong fit for the organization, he will be dejected which will occur unproductivity.
Such employees just work to get credit. Thus, when they don’t pick credit, they initiate the symptoms of unproductivity.
The employees are callous about their future life. They don’t set goals usually. There is no difference between productivity and unproductivity to them.
Unproductive employees are not creative in nature. They don’t have innovative abilities.
Generally, to determine whether an employee is productive or not, the company has to calculate the level of employee productivity. There are several parameters to calculate employee productivity. If the results hit the benchmark, then the employee can be recognized as ‘productive.’
Mainly, the traditional approach of employee productivity refers to the level of outputs that employees can generate. However, the modern approach recognizes the value and quality and ensures the level of outcomes that an employee can generate. Thus, organizations can easily measure employee productivity by the value & quality of outputs they develop in a short timeframe.
By the way, commonly used techniques to compute employee productivity are given below:
What can be described as a ‘productive day’? That should be constructed. Build parameters against performance. Establish objectives for employees, then judge whether they can attain the goals or not.
Compare the level of outputs with the value and quality of the works. Always set a baseline for the tasks. Employees must recall that their allotted tasks should be qualified, and it will add value to the organization.
How many goals have been given to the employee, and from those, how many goals have been fulfilled? From this ratio, managers can calculate employee productivity as well as success rate.
How many tasks have employees accomplished within their given timeframe? If the task completion rate is higher for an employee, then he can be called a ‘productive employee.’
Simply compare the input with the output. When output > input, it can be interpreted that employee productivity has occurred.
Naturally, behavioral approaches to reinforce employee productivity contain the following strategies:
An effective method that illustrates how to lessen conflict in a team. By having team coaching, employees can capitalize on how to work better in a team that eventually leads to productivity.
With fruitful discussions, greater creativity, and exchange of experiences, the brainstorming takes place. To obtain new ideas and to solve business problems, the contribution of brainstorming is very prolific. An effective brainstorming process increases employee productivity. Tools like Miro can be really helpful for brainstorming.
This method has three stages- diagnosis of productivity, action planning to increase productivity, and the evaluation of productivity improvement processes.
Identify the core problems and build a group to generate effective business strategies. The group discussion takes place to address specific problems related to employee productivity. Thus, employee productivity can be escalated by forming new ideas of productivity.
Conventionally, managers play crucial roles in improving employee productivity. Managers help employees to shift their productivity upward. They install several ideas to vanquish higher employee productivity.
- Organize diverse training sessions to develop the skills of employees to improve employee productivity
- Launch programs to create awareness among employee to inform them about the importance of employee productivity for the company as well as employees themself
- Monitor effectively about employees’ performance to identify their encumbrance to be productive
- Form weekly meeting sessions with the employees to interact with them frequently. Listen to their feedback and preferences to bolster their productivity
- Develop a system to recognize productive employees, then rewards them immensely
- Communicate with each employee before allotting them with the tasks
- Never misbehave with unproductive employees. Take a seat with them personally, spend more time with them to diagnose their problems. Generate training sessions for them to make them productive employees
Employees need the motivation to be productive. It’s difficult to search for employee productivity without motivating them. The sheer portion of employee productivity depends on the motivation of employees. The reward systems, promotions, flexibility are the root of motivation. By ensuring these, employee productivity will automatically rise.
The employees perform better when they get their strong zone. Conversely, they act clumsy when it comes to their weak zone. If the employees assign the tasks which are their strength, surely they will be more productive.
The training and development should be productivity-oriented. With proper training, skills development of employees is feasible. Eventually, skill development results in employee productivity.
The performance of employees should be measured thoroughly. It’s the main concern whether the employee reaches his targets and objectives or not. If an employee executes his targets and objects properly, he will receive performance appraisal based on management decisions like promotion, pay increment, incentive, bonus. The employee will bear it in mind and will be more productive.
When an employee is identified as unproductive, there must be a concrete performance improvement plan for him. The performance improvement plan should be both constructed and implemented wisely. Better performance means better output, and better output means shifting productivity upsloping.
Feedback on performances enables employees to identify their inabilities. They can realize what their failings are, and they get the guidelines on how to overcome those inefficiencies. Overcoming lackings and inefficiencies lead to employee productivity.
Try to make meetings efficacious and short. Bring only those employees to the meeting who need the meeting. Discuss the meeting agenda and end the meeting with crystal clear next plans. Give straight directions for employees in the meeting that they will follow to enhance their productivity.
Find out the most significant workflow flaws in the organization, then attempt to fix the workflow flaws. By fixing workflow flaws, employee productivity enlarges as the workflow is flawless.
The performance benchmark should be predetermined. According to the performance benchmark, the employees will perform. With the setting of performance benchmarks, the employee understands what his organization expects from him and exactly what he needs to do for the organization. Thus, employee productivity shifts rightward.
The organization should create flexible schedules for employees. On the other hand, employees must have autonomy in their duties. Forced duties never ensure employee productivity. The employees should be given breathing space to conduct their duties. When an employee works willingly for the organization, he will increase his productivity. For doing this, you can select a time tracking tool. Here is a list of the best time trackers that might come handy for you.
Employees need to be healthy both physically and mentally. Thus, healthy employees can be more productive for their organization. If the employees feel tiresome, give them a vacation or a few days off. Reenergize the employee to boost their performance.
There are various amounts of tools out there to bolster employee productivity. When it comes to choosing the tools, management has to be vigilant. Always secure the tools that will fit with the job. For example, height adjustable desk and chair work far better for an employee. It gives comfort, health wellness, mental wellbeing, zeal to the employees for performing their duties. Subsequently, all the above-mentioned positive impacts due to adjustable table and chair intensify employee productivity.
Make sure the employees are working as a team. They are ready to help one another. The binding of a team leads to effective team performance. An employee can learn from another employee; through this process employee productivity gears up.
In a nutshell, employee productivity won’t occur spontaneously; instead, it must be created. Therefore, the organization should invest vastly in its employees, and the return of the investment is employee productivity. Higher employee productivity implies higher profit for the organization.