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5 Tried and Tested tips to improve organization productivity

By Performance Management No Comments

The workplace is something that we spend most of our lives in. So, it is important to make sure it is a place where people can be happy and productive. To achieve this, we need to set goals that are going to make the workplace more productive. In the business world, employers are always looking for ways to increase productivity in the work environment.

There are several ways that they can go about doing this and most of them involve modification to the work environment which will in turn boost and improve organizational productivity. However, even the most advanced and modern work environment will not be able to provide a better working environment for you if your employees are not trained on how to get the best productivity out of their workday.

Every business should have a specific set of goals aimed at increasing and improving organisational productivity in the workplace. The more productive your company is, the easier it is to boost profits and improve business relationships. Here are some of tried and tested tips to improve organization productivity.

  1. Time Tracking

Business leaders ought to dissect and analyse how their teams are utilizing their time. There are several metrics that can be tracked with automation software, for example, the time it takes to do a job or a task at hand, or the number of assignments that are finished each day. Concentrating on the data information uncovers which employees are productive and which ones need more training or testing, which will help to improve organization productivity.

  1. Break time

It’s excessive and not necessary for every employee to be occupied the entire time of a working day. Indeed, keeping your staff too occupied can cause exhaustion and burnout. That’s why one of the steps to improve organization productivity is to take occasional breaks.

Enjoying a short 10-to 15-minute reprieve permit your group to re-energize and afterwards feel invigorated when they approach the work once more. Did you know that some Big Tech firms even have break rooms with Ping-Pong tables to give representatives space to rest and have a great time at work?

  1. Avoid unnecessary meetings

As the internet saying goes. ‘This meeting could’ve been an email’, well we really must put this into practice. It’s certainly one thing in case you have a significant declaration or need to examine technique, however leading a meeting about points that can be discussed and exchanged through an email just decrease instead of increasing organizational productivity.

  1. Don’t strive for perfection

The cliché trope of “nobody’s perfect” is important to keep in mind, as it is unrealistic to be perfect in every aspect of your work life and it can really affect a person’s self-esteem. There will consistently be different contenders breaching barriers and disrupting the market, so focus on consistency so as to improve organization productivity.

  1. The 90 Minute trick

One of the most underrated, ignored and even overlooked tips to improve organization productivity that can prompt higher results creating 90-minute sessions separated by breaks. During the said 90-minutes, every worker should invest however much energy as possible into accomplishing and completing an assignment. Making a progression of these 90-minute sessions followed by brief breaks is a sufficient opportunity to build up a pattern and complete tasks without getting burnt out.

 

As remote workers become more prevalent in the workplace, measuring productivity can become a challenging task. While there isn’t a one-size-fits-all solution for measuring productivity, there are some practices that are more effective than others. As you just read, the word “productivity” was brought up in almost every one of the tips that we shared.

Improving organisational productivity is a key factor in the success of any business, and it’s important to set goals that can improve the productivity of your employees. In today’s high-paced business environment, companies must find ways to increase productivity if they want to remain competitive. For some, that means investing in new technology, such as better computers, projectors and microphones.

For others, it means training employees or implementing new software programs that streamline workflow. Whatever the solution, every business should have goals aimed at increasing productivity in the workplace. Without goals, you don’t have a way of measuring success and failure. If you don’t know what you want to achieve, how can you get there? If you need more hands-on experience on improving organization productivity, connect with us at inQsights.com and find out how!

“Focus on being productive instead of busy.”

Tim FerrissAmerican podcaster, author, and entrepreneur

Organizational productivity

How does motivation impact organizational productivity?

By Performance Management No Comments

Most employees need the motivation to feel good about their jobs and perform optimally, but in the current competitive job market, it is becoming increasingly important for employees to take responsibility for their own professional development and focus on self-motivation to be successful.

While some employees are naturally motivated, many job seekers find it difficult to stay motivated without a little bit of help. Employees need to feel like they are important and that their contribution is worthwhile. This is one of the reasons for the popularity of employee engagement programmes.

A bad employee engagement programme can be worse than doing nothing. Let’s look at why employees need the motivation to feel good about their jobs and how you can use it to make them more productive.

Fostering a positive environment in the workplace is essential for many reasons. If your employees are having a bad time and are constantly stressed and unhappy, their productivity will be low. It can be hard to get a positive workplace, but if you want to get ahead in your career, you need to make sure your employees are happy and motivated.

Is there an issue at the workplace? If so, talk to the employees to figure out how to fix the problem. You’ll be surprised how much they are willing to help you! Are you treating your employees fairly? Are you being a good boss? Are you always around to help? Never take your employees for granted. They’re the ones that are keeping you in business.

Most employees need the motivation to feel good about their jobs and perform optimally. Some employees are money motivated while others find recognition and rewards personally motivating. Motivation levels within the workplace have a direct impact on employee productivity.

Workers who are motivated and excited about their jobs carry out their responsibilities to the best of their ability and production numbers increase as a result. Now coming to some of the steps, which you can take will motivate them and impact their organizational productivity.

  1. Incentive-Based Motivation

An incentive is a motivational influence that is designed to drive behaviour and motivate employees to produce better work which will impact their quality of work as well. Employers use several types of incentives to increase production numbers. Employee incentives come in a variety of forms including paid time off, bonuses, cash, and travel perks. Incentives drive employee motivation because they offer workers more to strive for than a regular paycheck.

  1. Rewards and Recognition

Many employees need recognition from their employers to produce quality work. Recognition and employee reward systems identify employees who perform their jobs well. Acknowledging a job well done makes employees feel good and encourages them to do good things.

Employers recognize workers by tracking progress and providing feedback about how they have improved over time. Public recognition is also a motivating factor that drives worker productivity. Some employers encourage fellow employees to issue “shout-outs” for good work. Moreover, perks like food and parties can also be a nice way to recognize good work.

How do you motivate people? You show them the big picture. A lot of employees lose sight of the big picture when they get bogged down in the daily grind. If they are aware of what makes their job important, they will have a better opportunity to focus on that and perform to the best of their ability. If an employee feels like what they’re working on has a purpose, they will be more motivated to complete it.

If you want to motivate your employees to work hard and improve your company, you must be able to provide them with the right tools to do their jobs. The right tools will allow employees to be able to do their jobs at a high level of productivity and your business will prosper. Also, a high level of performance and achievement will keep employees happy, motivated, and in a position to keep improving their performance.

Measurement of productivity is a difficult thing to do in the workplace. There are so many different types of people and personalities, and we all have different ways of working. That’s why we’ve provided you with a quick and easy way to keep track of the productivity of your remote employees.

We hope you learned some new ways to motivate your employees from this post. If you have any questions about employee motivation or employee engagement, please contact us anytime at inQsights.com We look forward to hearing from you!

Organization Productivity

How to measure organization productivity

By Performance Management No Comments

The rise of remote work means that employees are no longer clocking in at a physical location. Instead, they are expected to work whenever and wherever they want. While this may seem like a dream come true for many, it also leaves company owners without a clear way to measure employee productivity.

Companies have been facing the difficulty of reporting remote workers’ productivity for years. While there are tools in place that have made it easier to track time, keeping accurate records and making decisions on what hours are productive has remained a challenge.

In the digital age, it’s even more difficult to measure the productivity of an employee. There are a lot of things that can skew your data, and it can be difficult to know how much weight to put on certain factors. But there are companies that are still struggling to develop a way of measuring productivity, and there is a lot of research being done to figure out the best ways of doing it.

One of the problems that companies are facing is that they have to rely on numbers. When you have to rely on numbers and you don’t know as much about the person as a manager would in a traditional workplace, you run into accuracy issues. To improve this, you have to start looking at motivation, and data that can’t just be interpreted through numbers. This blog will also look at what is organization productivity is and how to measure it.

What is organization productivity?

Productivity is a measure of the efficiency of a or person in converting inputs into useful outputs. To calculate productivity, you divide the average output per period by the costs incurred or the resources, such as personnel, consumed in that period.

How to measure organization productivity?

Each organization has its own strategies for measuring organization productivity. The assortment of strategies mirrors the way that each organization is diverse as far as its structure and focus. Therefore, companies typically tailor productivity measuring tools to best suit their necessities. That being said, these are several broad strategy categories that are used to measure organization productivity.

  1. Focusing on profits

One way you can measure profitability is to screen the benefit and deals of the association. Focusing on profits can be a popular choice for companies operating in areas where it is often difficult to measure how long a specific activity will take.

  1. Getting things done

Another approach concentrates on how many tasks are completed by the workforce. In this productivity measuring method, management is less concerned about the time that’s needed to complete tasks. Instead of that, they’re centred around finishing the end result.

  1. Time management

One usually utilized time management system requires employees to enter the time they spend on a task into a spreadsheet. The outcomes would then be able to be surveyed by supervisors after some time to see whether organization productivity is expanding, diminishing, or staying consistent. The upside of this strategy is that advanced programming software permits organizations to separate time into minutes and even seconds to guarantee that work time is being utilized adequately.

  1. Feedback and Assessment

If a small team or group of employees interact regularly, you might carry out organization productivity estimates based on peer assessment and feedback. In such a framework, you evaluate every employee’s productivity as per the input they get from others about their overall performance which can be a useful tool to measure organization productivity.

  1. Customer satisfaction

One of the most famous ways of calculating organization productivity in an organization offering administrations to clients is to utilize customer feedback. For example, clients who call a customer service helpline may be asked once the call is over to complete a brief satisfaction survey. In it, they will clarify whether the employee addressed their inquiry and regardless of whether they believed they were dealt with politely.

There are many ways to measure productivity. Some of them are subjective and some of them are very objective, however, the best way is to have a combination of both to get the best idea of how productive your remote workers are. The need for effective management tools when it comes to remote employees is greater than ever.

Today, more and more companies are turning to project management software to help them effectively organize their employees across the world. Here are some strategies for how to manage remote workers more effectively. Hope this blog has been helpful with the tools and techniques organizations are using to measure productivity. If you want to know more, visit inQsights.com now.

Organizational productivity

The impact of employee engagement on organizational productivity

By Performance Management No Comments

Employee engagement is one of the most important factors that a CEO or any High-ranking manager needs to keep an eye on. In a start-up environment, employee engagement can have a big impact on the output and organizational productivity of employees and, also on overall workplace productivity and environment in general.

Especially, in the start-up world where ideas are great but how to execute them can be a challenge for entrepreneurs. Employee engagement can play a vital role in making an idea successful and profitable as an engaged employee tends to be more productive, more innovative and wants to remain with the same organization for a long period of time.

This blog will look at why employee engagement is important and what you can do if your employees are not engaged.

Primarily, employee engagement is defined as the level of commitment and motivation your employees have towards the organization. It is an important and often overlooked metric that can make or break your business. So how can you figure out if your employees are engaged or not?

According to Gallup, the leading research-based consulting company on workforce productivity and wellbeing, employee engagement is the most important thing you need to track to determine if your employees are productive. If your employees are not engaged, they are not working at full capacity.

They are leaving at the end of the day without putting everything they have into their work. They may be putting in the hours, but they are not necessarily putting in their heart and soul into the work they do. Not all workplaces are equal. Some are fantastic, while others are a nightmare.

Essentially, a workplace is like a house – the quality of life you have is directly related to how well you treat it. Employees can feel unappreciated, undervalued, and even ignored by some employers, leading to the concept of employee engagement. Engaged employees are those that are willing to go the extra mile for their business.

However, dissatisfied employees will just do the bare minimum to get by. Employee engagement is “an emotional and behavioural commitment to the organization and its goals and is characterized by a high level of energy and positive attitude”. If you want to create a productive and happy workplace, you need to ensure employee engagement.

Do you know if your employees are engaged in what you do? A lot of leaders don’t actually notice how engaged their employees are and how that impacts their productivity. The key to increasing employee engagement and productivity is to get your staff to feel like they have a stake in your organization.

If they feel they have a good idea and they can be heard, they’re more likely to be engaged in your organization. Once an employee feels engaged, they’re more likely to feel like they have a stake in what you do and therefore be more productive. Employee engagement is a key value to help achieve performance success.

How to achieve employee engagement is a major concern of top managers in various organizations. Understanding the challenges of employee engagement at work is helpful to find real solutions to increase productivity in organizations.

An “engaged employee” is one who is fully involved in, as well as enthusiastic about their work, and thus will act in a way that furthers their organization’s interests. Employee engagement is important to the competitiveness of any organization, particularly in the current business environment. Employee engagement can be viewed from a cognitive, emotional, and behavioural perspective. Research has shown that organizations with high employee engagement excel in customer satisfaction and achieve high productivity and operational efficiency, as well as profitability with the additional side effect of safer, healthier employees with lower absenteeism and reduced turnover.

The more engaged employees are, the more productive the organizations tend to be. Engaged employees are more innovative, creative, and productive. They are also more enthusiastic in their work and committed to their goals. Employees who are highly engaged take more initiative to come up with better solutions to problems and to find ways for improvement.

Engaged employees are invaluable to an organization’s success. They are more motivated, productive, and loyal compared to their counterparts. This ultimately gives a competitive edge over other organizations, resulting in better performance and higher profits. An average of 4.8 million employees are engaged at work and are extremely motivated, productive, and loyal.

The rest, who are not actively disengaged, but are not engaged, are known as the ‘not sure’ group. These employees are just here for the paycheck and don’t really have any drive to do their jobs. If you are interested in learning how to increase employee engagement, please reach out to us at inQsights.com, we are always excited to help our clients improve their business results.

Organizational productivity metrics

The Magic of organizational productivity metrics

By Performance Management No Comments

“Productivity is never an accident. It is always the result of a commitment to excellence, intelligent planning, and focused effort.” – Paul J. Meyer

Productivity doesn’t magically happen. You can’t expect great results without preparing for them. There’s work that goes into becoming productive. Apart from being productive, you must make sure your work is measured with the right metrics.

Every team wants to be productive.

However, to achieve that productivity, though, you have to gauge and measure it. If you don’t measure your team productivity, how would you know at any point know whether they’re filling in as proficiently as you trust or if they’re working as efficiently as you hope? No business wants to be wasting time when they could be working; but how do you know if your team is working as productively as they could be? If you don’t measure their productivity, then how do you know if your team is as productive as they could be?

A Harvard Business Review article argues that while most companies want to have maximum productivity, all too often teams are hit by organizational barriers. The only way to truly know how productive your team is is to track it using metrics.

Unlike metrics that track sales figures and customer turnover (aka churn), productivity metrics measure activities like the planned-to-completed ratios for your tasks. After all, knowing how well your employees are performing their tasks is essential if you want your business to run smoothly.

The question of productivity and team productivity is much like the same query a manager asks on his or her employees; the difference being, it involves measuring the performance w proper analytics and metrics rather than just assuming if it’s up to the mark or not. This is because there must be a proper system in place to measure team productivity.

It’s really easy to get caught up in all of the numbers. The bottom line, the average time it takes to complete a specific task, the time it takes to travel between meetings and the amount of time your employees spend on social media. It’s tempting to get caught up in these numbers, but what matters most is whether those numbers are helping you reach your goals.

And if they’re not, it’s time to act. Even if they are, it’s time to reassess your goals. Take time to evaluate your team productivity and see where you can improve. The unfortunate truth is, most of the companies don’t really care much about measuring metrics and tracking the work that an organization does.

If you are one of those who never even considered this, then you should really rethink the way you approach tracking and measuring. You should work with a tool that’s going to track time, goals, meetings, and so on. It will help you be more organized and stay on top of your employees.

As your company grows and becomes more complex, it becomes increasingly important to track your team’s productivity. The only way to truly know how productive your team is is to track it using metrics that are relevant to your company. Metrics and KPIs that work for one company will not work for another, and the only way to find the metrics that work for you is to experiment.

The key is to find the metrics that are relevant to your company. You should start with the basics and then move on to more advanced ways of measuring productivity.

The way organizations measure productivity has changed significantly over time. Productivity is all about maximizing the output you get out of your existing workforce. The advent of technology has made it much easier than ever before to measure productivity and growth within your organization.

There are many different things to take into consideration while looking at how to accurately measure productivity, and using some of the newer technologies available can really help with this process.

You’re an entrepreneur—you’re running a business, and you must make sure it’s running smoothly. One key aspect of the business that can help you run your business smoothly is your team. But how do you measure the productivity of your team? The answer is you need to measure productivity if you want to be able to evaluate if your employees are working as efficiently as possible.

Measuring team productivity is a tricky business. There are a lot of factors that can affect your team’s performance, and it can be hard to determine what exactly is working or not working. But it’s important to measure productivity to identify problem areas or opportunities for improvement. If you’re looking for ways to measure productivity in your team with the right data and metrics, visit us at inQsights.com and find out how.

Employee Engagement for your organization

What is Employee Engagement and Why is it important for your organization?

By Performance Management No Comments

Employee engagement is a concept that is easy to understand, but hard to achieve. It can be one of the most important things to your business and needs to be an ongoing focus, not left to chance. It is one of the biggest issues in HR right now. Employee engagement is adversely affecting productivity, engagement, performance, and much more.

It’s a problem that is costing companies millions and millions of dollars in lost revenue, and there isn’t any end in sight. If you want your employees to work harder, you have to focus on employee engagement. This blog will look at the various ways you can improve the engagement of your employees help you reduce your workload and improve productivity.

Employee engagement is more than just being involved with the company; it’s a perpetual feeling of commitment to the company and its goals. Employers who have engaged employees tend to be more profitable, have happier customers and have lower turnover rates.

Employee engagement is an important part of any organization. A charismatic leader is a good start, but you also need to make sure the employees feel their work is valued and appreciated. Good communication between employee and manager can streamline the process of retention and make sure nobody feels left behind.

Why is it important for an organization?

For engaged employees, who are glad and totally dedicated to their work, it’s something other than a paycheck – it is the commitment towards their managers and job that makes them enthusiastic with regards to their work, which is regularly reflected in their results.

If you’ve been wondering why employee engagement is important and how to improve it, start with employee communication.

Employee communication stays the most fundamental instrument to foster solid working connections among workers and accomplish higher usefulness rates. Organizations that proposition clear, exact correspondence can quickly fabricate trust among workers. Often, companies miss the core issues related to employee engagement because executives assume engagement is directly linked to salary and compensation.

Most leaders figure employees leave the company due to the lack of promotional opportunities or the lure of better job packages elsewhere. The three most vital aspects for the growth of an organization with the help of employee engagement. both internally and externally are;

  • Employee trust in the company’s leadership,
  • Employee relationships with the management teams/supervisors, and
  • Employee pride in being a part of the company.

Don’t lose sight of the value of communication. It’s not a “nice to have,” it’s a “need to have.” It’s in the bloodstream of every business objective, every element of a mission statement or core value. Be thoughtful and thorough about how you approach it, both editorially and technically and your organization will benefit.”

— Paul Baltes, Director of Communications at Nebraska Medicine

 

How to improve employee engagement?

Assuming you’re in HR, you should establish a climate that urges representatives to normally need to be engaged with and care profoundly about their work. If you need undeniable degrees of association, inspiration, trust, responsibility, and strengthening, put your endeavours in further developing worker correspondence.

For large companies, ensuring employees are aligned up with the changing needs of the business is likewise indispensable. This is precisely why internal communication is even more essential today.

If employees lack relevant, accurate, engaging information and instruction, how might you anticipate that they should take care of their responsibilities competently (considerably less be amped up for their work)? With proper communication, employees will limit the time and assets they may somehow squander.

Communication is also key to setting clear expectations. When employees lack guidelines about what’s expected of them, they won’t know precisely what they need to do, or by when. Communication in this area helps them prioritize tasks and plan their workdays efficiently.

Using communication to improve employee engagement

When you improve employee engagement, you improve performance and therefore increase your value as an HR professional.

Here are some key driver’s teams can take to ensure better worker commitment and powerful correspondence:

  • Develop clear internal lines of communication and execute the strategy effectively within the company.
  • Enable and promote better organization transparency through communication.
  • Effectively communicate business plans and strategies for every member of the team.
  • Encourage open lines of communication within the company between employees.

We hope that you enjoyed our blog post on employee engagement. We know that the topic of employee engagement is one that is constantly evolving, and we try to provide relevant and helpful information to those who are seeking it. If you have any questions or concerns, please contact us at inQsights.com. Thanks for taking the time to read, and we hope that you found the information valuable!

Remodeling Performance Management

Remodeling Performance Management

By Performance Management

With remote working being the norm this year, key questions have emerged on what needs to be done differently to manage the performance of remote workers. The last few years have seen many trial & error attempts at revisiting traditional performance management processes (the rating-less system, continuous feedback, no system, etc.). We believe that this era of remote working presents a significant opportunity for remodeling the performance management process to make it more “grown-up”, thereby changing the cultural context of the employer-employee interaction.

Hygiene changes like revisiting goals, making them more tangible, greater emphasis on behaviours aligned to the new normal (e.g., initiative, adaptability, tolerance for ambiguity etc.) are necessary. The opportunity however lies in making performance management more real-time, personalized & holistic. Shifting the focus from monitoring performance to an outcome based approach portends well for improved work culture & eliciting greater ownership. Starting with an assumption that employees will be productive & responsible in managing their own time & deliverables is an enforced reality right now, and this can become the basis for a better future.