Keeping Productivity in Check

Keeping Productivity in Check



The basis of all businesses to be successful is their level of productivity. As a Manager, we all know it is there and what we need to do to monitor it to achieve the levels the company requires.

But is it really a need from the employee. People don’t really like to work harder or be continually micro-managed or be checked on at every milestone.

So what would happen if as a Manager, we could get the employee doing all that on their own? Can it really work?

Here are some ways to get the employee self-empowered. 


1.   Get Employee Buy-in:

It is the employee who best understands how the job should be done and what is involved in getting the job done. So it makes sense that the employee must also be familiar with the measures. When employees know that their productivity is being measured, and they’ve had a hand in creating the measure, their productivity increases over time. A powerful motivator is pride of ownership and empowerment.

2.   Balance the Job Function:

Consider how balanced the job is in terms of repetitiveness and creativeness and how these two fit together. Ensure that each measure reflects their full contribution and check how they respond over a specific period of time.

3.   Measure the Objectives:

A person’s job can be measured objectively from tangible results, e.g. the amount of sales calls made, etc. Share the results with the person and motivate them to achieve more.

4.   Have a Subjective Measurement:

Should the employee’s manager be involved in the rating, ensure that it is numerical and consistent. If the employee rates their own level of satisfaction, the manager will usually pick up any issue related to their work attitude. This would be a perfect scenario to resolve issues, build bonds, motivate, etc. to generate further productivity.

5.   Use Existing Systems:

Don’t go and create new systems when there are current systems in place. This creates confusion for anybody working with the information. Get human resources to work with operations, to identify how an employee is doing on a project it can be measured against the rest of his career.

6.   Create Teams:

Get employees to work in teams. An employee who seems like a straggler compared with his peers might fit in better in a different division, while a group of high performers might be collectively sliding.  So often, when a person is doing well on a team, it is difficult to see them stand out because they are the one’s making everyone else look good.


Share via links below


Submit a Comment

Your email address will not be published. Required fields are marked *

Related Articles

%d bloggers like this: