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7 Ways HR Managers Can Measure Workplace Productivity

Source | www.unleashgroup.io : By  Alex Wortley

A company’s success depends on employee productivity, which, by the way, isn’t necessarily about working their fingers to the bone. Workplace productivity is simply the measure of time or effort that’s spent to get things done.

When employees have high productivity, operations become more efficient, sales targets become more achievable, and the business becomes more profitable as a result. Statistics attribute about 2.3% more revenue for a three-year period for companies with employees who are highly engaged and productive.

According to a 2013 survey done by Microsoft, 37% of workers wish their company would allow the use of social media-based tools that bring about increased productivity at work. This means a large portion of businesses are ignoring technological adoption and restricting communication channels in the workplace.

 

HR’s Role in Workplace Productivity

Since productivity involves cultivating positive attitudes and work ethics, HR should lay the groundwork for employee performance by modelling certain values such as credibility, integrity, efficiency, and leadership.

It’s also HR’s responsibility to keep employees motivated and engaged by helping build comfortable working conditions, a fun company culture, and healthy relationships between colleagues.

On the technical side, HR also needs to understand the operational goals of the organisation and determine which skill sets and personality traits fit best. By having this level of understanding, HR can provide the training that employees need to help them work smarter, make wiser decisions, and develop professionally.

 

How to Measure Employee Productivity

Before you can determine what works and what doesn’t, you need to be able to effectively measure your employees’ productivity before and after making changes in HR efforts.

Once you’ve determined their productivity levels, you’ll be able to identify which employees are performing well and offer rewards to keep them motivated. On the other hand, knowing which employees are performing poorly can allow businesses to create support systems that help them become better workers.

When weighing the input-output ratio that’s tied to workers’ productivity, you need to look at several factors that determine whether employees are contributing to the business’s profitability. These factors might include the cost of overtime, turnover rates, and overall job satisfaction.

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