How to Measure Employee Productivity in the Knowledge Economy
Apart from the performance measurement and appraisals, management now has to take care of employee satisfaction and building strong, bonded teams.
A single-minded focus on results and output isn’t the right strategy anymore and it is better to take the ‘happy workers’ approach.
This is a professional note extracted from an online article.
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Fixing employee productivity in the industrial age, when most workers were handling machinery and it’s parts, was a tedious but doable process. The managers had to fix the people who were making mistakes or were inefficient through systematic management.
Today, in the age of software and intellectual property, when half of the workforce is made up of knowledge workers, the old practices are of no use.
The basic productivity formula(productivity= output divided by input) worked well in the industrial age as the output and input were clearly defined and measurable.
Today’s leaders need innovative solutions to measure and improve productivity in a knowledge-based workplace, as the measurement of output and input is not what it was.
While assigning value to the output of knowledge workers, we cannot simply measure the output like before.
Coders and doctors cannot be measured by the hour, as their output is not uniform or consistent every hour.
Earlier input used to be the raw material. In the knowledge economy, the input is a mixture of a diverse set of tasks, like attending meetings, creating a campaign, giving a presentation, retraining the task force, and so on. They all look like work, but not everything is productive.
Employees also have other concerns that hamper productivity and efficiency. It may be personal problems, a lack of will to work, or any other factor not in a manager's control.
The modern workforce enables employees to be the means of production themselves, using their knowledge, expertise and experience. The output is the quality of the results and the creative decisions made in a day.
Leaders now have to demonstrate positive and virtuous practices like:
In the new economy, knowledge workers have to manage themselves and have autonomy. They are no longer cogs in a wheel, but nodes in a neural network and their individual productivity is now more important than ever.
Human beings are complex creatures, and merely getting the best people together in a team does not make it successful or efficient. Optimization of a team requires it’s team members to work together by showing sensitivity and empathy towards everyone’s feelings and needs.
Demonstrating that the company cares and values its employees makes them feel respected and creates reciprocating behaviour.
Focusing on a single measurable outcome (a keystone habit) that benefits the employees makes them work with utmost efficiency and enthusiasm. Focusing on key habits that enforce a positive, collaborative team culture sets of a chain reaction and seeps into the other habits.
SIMILAR ARTICLES & IDEAS:
Many managers and even entire organizations perceive employees who spend more time working at the desk, coming early and leaving late from work, as sincere, dependable and hard-working.
Productivity does not come from sitting idle at the office for hours.
Employees who are able to manage their time well and have a great work-life balance are more productive and should be valued over a person spending a lot of time in office but achieving little.
Games release pent up stress that they have in the job or otherwise. A happy employee is a productive employee.
Games create an atmosphere of trust, leading to better talent acquisition and ...
Short breaks between learning or working, and working for brief periods with small breaks in-between can lead to a higher-quality output. This is known as the Pomodoro Technique.
Games at work make employees form a bond with their co-workers, establishing friendships that lead to better teamwork and improved communication among team members.
It is a general notion at an office that gaming activities at work are counterproductive, however, games can be an amazing tool to create a better work environment, increasing employee satisfaction and productivity.
Gaming at work bridges the gap between work and relaxation, making work feel more enjoyable and fun, making employees see their working hours in a positive, joyful way.
Setting clear employee expectations can benefit your business. Management must co...
Employee expectations to maintain:
Team expectations refer to the behaviors that occur while working together on tasks.
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