Workforce productivity is the amount of goods and services that a worker produces in a given amount of time.
In recent times, while most workers are on job, they do not produce more, simply because of the un-healthy relationship they have with their colleagues and employers. Employees do not put up their best performances at workplace when they are un-happy with management, government, or even their fellow colleagues. Bad employee-employer relationship results in strike actions and lockouts. All these actions taken by employees to display their grievances only do the organization harm than good as productivity will reduced drastically.
One of the most pressing issues facing most organizations today, is the need to raise employee productivity. There is a widespread belief that the productivity improvements can only be achieved through a fundamental reform in the area of employee relations. Employee relations practices affect productivity through employee morale, quality, and quantity of output/product. It includes various challenges that employees face at workplace and various ways to enhance healthy relationship between employees and their employers. The most valuable recommendation given is to treat employees with great care.
All companies want to improve employee productivitybut how often do they examine their own management practices as a means of attaining it? Management can take improve productivity in a more productive mind set. Design economic incentives so employees at all levels of an organization can benefit from them.Here are some effective suggestions.
Every employee needs to be well aware that he is accountable for his actions and decisions and he can neither pass the buck or pass the blame to someone else. Take cautious rather than reckless decisions and not take advantage with his superiors.
Employers often set targets and feel their job is done. Every target set needs to be followed up as well, it keeps the employee on track, ensuring there is consistent effort throughout the lifetime of the project.
It is well known that a large pool of employees does need to be managed, provided direction and given assistance. They must also be trusted, given freedom to operate in their style and adopt measures which they think are the best to deliver results. Employees need to think for themselves analyse the consequences of every decision or action to be able to give their best to their jobs. And the employers must make it possible for their workers to do so.
The employer must ensure that on his part he always has a word of encouragement for his staff. Encouraging them helps them move forward and do even better and makes the worker feel happy. Innovative ways of motivating them spurs them even more. For example, holidays or conferences paid for by their company have been found to motivate employees immensely.
Rewarding the hard work put in by employees makes them continue to work in the same fashion! And if the employee feels that his work is not appreciated in words or in material terms, he may gradually stop doing so, since he may feel that other working less are given the same too, so he need not work more.
Rewards and other ways of keeping employees happy makes them feel that their effort is being recognized and that they are needed by the company.
Without these, they may soon start looking for greener pastures and new jobs.
Support in times of need won’t be forgotten; it builds employee good will and loyalty.
LEADERS are always being watched and judged; employees have keen eyes ( and are keen data sharer!). When leadership is “ walking the talk” it will be quickly noted- but so will “talking the walk” without actually walking it.
Ultimately, most employees would much rather be part of a team they’re committed to not just a member of an organization. Developing and maintaining a consistent management approach that engenders esprit de corps is a key link in the productivity process.
By: Daisy S. Gomez | Clerk | Lamao National High School | Limay, Bataan
