Attitude
Communication
Empowerment
Feedback Components
Integrity Issues
Leadership
Management
Teamwork
Job Satisfaction
What is Workplace Productivity?
No matter what the industry, every workplace's goal is to be productive. Workplace productivity is all about results: creating a product or providing a service to customers, usually at the best quality for the lowest cost. Managers can affect the productivity of their environment by setting clear expecations and measuring results, i.e. daily, monthly and yearly goals as measured to a pre-determined baseline.
10 Ingredients for a Highly Productive Workplace
If you�re experiencing problems in achieving desired results for your organization, use this checklist to identify possible causes. The list is simple, and you can probably add more success factors of your own. Just remember, your people are your greatest asset, so set them up for success. Then they will achieve great results for your organization.
Knowledge
Do employees have the knowledge they need to succeed? Do they have the tools and resources that provide the necessary knowledge? This most certainly includes a knowledge of customers, products and procedures. It also includes a working knowledge of the company�s business and its goals.
Skill
Are employees capable of performing specific tasks? making wise decisions? interacting effectively with others? It is important to distinguish skill from other success factors. Skill is a question of ability. The employee may be able to perform a skill, but may not actually use the skill. Once a skill is acquired (learned), other factors must be present for the skill to be applied on the job.
Manager�s Support
Is there a structure and a mindset in place that expects and encourages managers to support their teams? When managers seek to ensure the success of their employees, as much as their own success, employees will flourish. Timely feedback, positive reinforcement and professional development plans are only a few of the manager�s tools that lead to win-win performance.
Realistic Goals and Measures
Are you asking employees to perform realistically, given the nature of your competition, the market and other factors? Goals that are attainable, as well as specific and measurable, are more apt to be reached. Even �stretch� goals should be do-able.
Are employees adequately compensated? Consider monetary and non-monetary compensation. Consider also incentives which are based on individual performance, team performance and total organization performance.
Customer-Focused Procedures
Are employees given easy access to others on the team? To those in other departments? Do procedures (formal or otherwise) encourage them to reach beyond their normal bounds to resolve issues effectively?
Customer-Focused Products
Are you asking employees to make, sell or service a product that does not meet customer expectations? If so, employees spend precious time and energy correcting problems; energy that would be better spent on a more proactive approach to customer satisfaction. It�s difficult to perform under those circumstances. Motivation suffers. And of course, your customers� displeasure shows in very tangible ways.
Pleasant Work Environment
A pleasant work environment not only entails a spirit of teamwork, but also the day to day logistics of working. Does the equipment work properly? Are supplies and other resources readily available? A comfortable chair and proper lighting can make a world of difference.
Employee Participation
Employees who help to create and implement all of these success factors will be much more motivated and productive. Do employees identify for themselves the skills and knowledge they need? Are they free to seek out support in a proactive way? Do they collaborate with peers and managers to set goals and incentive plans? Design customer-focused procedures and products?
Commitment
Last but oh, not at all least, is the desire to succeed. Do employees demonstrate an attitude of ownership toward the organization and its goals? This is the often the trickiest ingredient to add because it depends on the intangibles. Do they want to achieve success for the organization? A healthy balance of self-interest and outward interest will lead to the results your organization seeks.
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