Recruitment focuses on who you hire. But who you hire is only one part of puzzle. Once you’ve brought them on staff, it is your job to make sure that they continue to thrive and be productive as possible.
That is why it is important to watch for new advancements in productivity promotion, and the strategies that companies are using to increase how much work the individuals are able to produce.
The following are some of the more recent strategies that companies are using to improve productivity throughout their business, and encourage more work from existing employees rather than depending on new hires.
Invest in Happiness
Happy employees are more productive employees. This is a truth that has been outlined with numerous citations by Harvard-trained researcher and author Shawn Achor. In his book, The Happiness Advantage, Achor shows that employees who are happier are also more productive, and that by finding ways to make employees experience more contentment in life will give you more output on your investment.
Strategies you use to bring out this mood amongst your staff may also be easy to implement. Some examples include:
- Recognising even small achievements
- Setting the example by being an optimistic manager
- Tying employees’ goals to their own goals outside of the workplace
You can also integrate other fun strategies into the workplace. One free day off of work each month for a fun activity, like hiking, can actually increase productivity once they get back. The best part is that by making happiness a priority, it may also increase other important employee qualities, like retention, since employees know that they may not be able to get that happiness from other places.
Shorten the Time Allowed to Complete a Task
Another way many companies have found to keep their people productive is by actually shortening the amount of time they give employees to get their work done.
The overriding principle is known as Parkinson’s Law. It states that “work expands to fill the time available for its completion.” In other words, if you give someone 40 hours to do their work, they will most likely take all 40 hours to do it.
Many companies are concerned that doing so could cause the work to become overwhelming. But as long as it is it is realistic and manageable, shorter deadlines can keep people focused, keep work ahead of the curve, and provides a challenge that for many can be a nice change of pace.
You can also benefit from Parkinson’s Law by turning some hourly employees into salaried staff members and allowing them to leave the office when a certain amount of work is done for the day. As long as quality checks are in place, this will be a huge incentive to meet these new demands, and can also increase employee happiness.
Ask for Feedback
At Google, a yearly survey – known as Googlegeist – is done to help influence how the company will move forward. The survey takes 30 minutes to complete but has an 88% response rate. Many have credited this unique survey as one of the driving forces behind Google’s unprecedented success. Employees can tell their voices are being heard and are therefore more willing to work hard.
Then, when changes are made to adapt to these requests, it brings about a feeling of community among the staff and helps ensure that you are meeting the needs of your employees. Any form of employee engagement can be beneficial, and asking for feedback is one way to make sure that your employees feel both engaged and valued.
Implementing Productivity Improvements to Get the Most From Staff
Hiring new people with excellent skills is a great way to make sure that your business is able to grow and thrive. But don’t limit your decisions to who you hire. You should also make sure that you’re looking for new and interesting strategies that can get more from the employees you already have on staff, no matter how long they have been there. The above strategies are some of the newer and popular trends that companies are doing to improve productivity throughout the workplace, and worth trying if you could use performance improvements.