Boosting Employees’ Productivity

Boosting Your Employees’ Productivity

Every employer, manager, team leader, group head and so on wants his/her employees/team to use their talents to the utmost capacity. But realistically, it’s not possible for this to be done. We all have our ups and downs in terms of work output, and any team member is bound to go through a brief dip in productivity from time to time.

As a leader, it’s your responsibility to help your team pass through those bumps and bring performance and engagement levels back to their peaks. There are several ways of expressing your expectations to your staff, but barking orders and demanding that everyone puts in more effort won’t get you very far. An open, honest two-way conversation will help you get to the root of any performance problem, even if it’s minor or temporary.

Structural Alignment: Make use of alignment tool to align different employees, teams and divisions with the key objectives of the organization. This serves as a competitive asset to double your workforce’s engagement while enabling better decision making. The alignment and overall productivity of your business drastically improve by perfectly articulating employees’ roles and responsibilities. Moreover, performance rating becomes more rational while offering new opportunities to grow.

Communication: If you have subscribed or a consistent reader of our posts, you will find that we always stress the need to not just communicate, but to communicate actively, “People always appreciate straightforwardness and genuine interactions over management gimmicks. Setting a tone of sincerity and giving the employee a judgment-free space to articulate their challenges is the best way to elicit an honest dialogue.”

In this aspect, communicate with them both verbally; by asking questions without barking orders, and listening to their responses and non-verbally by investing in their well-being, presently, most organizations give their employees’ health insurance and the likes, be sure you are one of them as that shows a sense of commitment to their well-being.

Feedback: You can conduct HR reviews in an anonymous manner, using Skills Gap Assessment Tools. Such comprehensive feedbacks empower employees to determine their performance gaps and improve accordingly. This will help your employees gain insights on their development needs as well.

Technologies: In today’s world, where workforces are often decentralized. creating powerful communications channels is incredibly vital to individual employee success. With a collaborative platform, managers can communicate with their teams with action items they can use to validate comprehension, allowing for a fully closed-loop communications solution to drive engagement and performance.

Empower: Empowerment is the key to making people efficient. It makes teams happy, and if they’re happy, they produce higher-quality work and are more productive. Let employees have their own strategy and goals and leave it up to them. They don’t need to come to you and ask a million questions.

Training Management: Manage your employees’ training related needs using the report gotten from their analysis. This will allow you to map competency gaps, identify the areas of improvement, allocate the right training programs and capture the training outcomes. Increased emphasis on employees’ training and development will hone their skills and encourage them to perform better.

Satisfaction: According to, employee satisfaction counts for improved performance. Conduct employee satisfaction survey to ensure that your employees’ voices are heard. This will help you to know what exactly your employees want and in turn what initiatives are required from your side. It is one of the finest way to connect with your workforce, promoting employee engagement and increasing their level of satisfaction. Moreover, you can eradicate your employees’ concerns that may have restricted their performance.

Conclusively, make sure you are an active leader in your organization as it goes a long way into increasing not just your bottom-line but also the objectives behind the creation of the organization. Especially in the case of those organizations that deal in HR Services and the likes, your bottom-line is greatly affected by references and feedback from those you have offered your services to. Whether you agree with me or not, your employees are a strong determinant of what your services are, and believe me when I say you can’t do it all by yourself.

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