Employee productivity refers to the measure of efficiency in job performance shown by a worker or a group of workers in an organization. It is an assessment capable of being evaluated depending on the output an employee depicts during a specific period. It is an issue that should be considered in any organization because it affects the overall performance of an organization. It is important because the customer, employees, and employer benefits from great productivity.
Employee productivity in the workplace means good customer service and relations. Great client experience is an item that is mostly considered when dealing with clients since most of the productive companies use it as a means to gain loyalty from customers. Loyal customers always share the experience with other people, hence marketing business. This results in productivity of the business.
Employees are considered an investment by the company. They are supposed to yield good returns for the company. Highly productive employees help the company achieve its initial goal of hiring and investing in them. A culture in the workplace is motivated when employees become productive. The morals are therefore boosted, and a good environment is achieved.
A firm whose employees are productive becomes successful, and as a result, employees receive incentives. Some of the incentives are an increase in employee salary, bonuses and insurance covers (Cording, 2014). Employees become motivated by the incentives and job opportunities are created depending on the rate which the company is growing.
A reason why employees of an organization fail to be productive is due to inadequate skills. Currently, most of the vacancies in an organization are due to a shortage of skills. This makes it difficult for organizations whose wish is to recruit experienced staff, but end up recruiting overqualified personnel or is forced to make high investments when training inexperienced staff. An organization with trained operators should ensure that they perform their task to meet the standards. Employees may be less productive if tasks change from time to time. This means that they have to be retrained now and then and it takes time before they adapt to new methods. When employees fail to follow the required standards of operation in a workstation, their level of productivity is affected. It is therefore important for the management team to constantly train and refresh employees on standards of operation.
When an employee feels unappreciated, how they perform affects their productivity. What is appreciated appreciates and what is taken for granted often depreciates. A situation where employees feel like the extra sacrifices they make, effort and the excellent job they perform is not put into the meaning and taken for granted; they acquire a culture of feeling that what they do does not matter (Samnani,2014). As a result, they stop doing it. An employer who constantly recognizes employees and celebrates their performance from time to time creates a sense of motivation for employees.
Organizations whose employees’ bad behavior and weak performance are tolerated, and unchallenged have employee productivity issues. Very small issues in the work environment such as disrespectful behavior often poison organizations. Once they go unchallenged, the morale of employees, their productivity as well as the quality of service they offer to customers goes down. Employees lack respect for management for their ignorance of bad behavior. Giving way to poor and mediocre performance gets rid of an organization’s best performance and leaves behind fewer performers.
Poor management in an organization makes employee productivity as an issue. Managers who are too aggressive and exercises punitive behavior makes the employee feel harassed (Beveridge, 2014). In other cases, a team leader may threaten an employee or make very offensive remarks against an employee. A hostile work environment is created as a result. An employee may question their sense of belonging. Managers responsible for conducting appraisals may conduct them poorly. In cases where a hardworking employee is not rated to their standard of performance, it becomes unfair, and an inferiority complex is formed in the mindset of the employee.
In the modern world, work in an organization is very demanding. For instance, an employee may be forced to work under a specific deadline. This creates pressure for some people who end up succumbing to it. Their performance is affected due to stress experienced. In cases where there is increased workload and management fails to hire more staff, employees become overwhelmed, and quality of their work is affected. Some employees may end up falling ill.
Use of outdated systems and technology leads to low employee productivity. An organization which ignores the advantages and benefits of technology will often not consider upgrading their systems. Use of outdated and poor methods of carrying out an operation reduces the efficiency and outcome of the operation. For instance, a company that uses the software in automatic recording of data will be faster and more efficient when carrying out a process as compared to an individual who does it by hand. Most of the employees who feel that outdated technology is a limiting factor for their performance may choose to look for jobs in places where technology is used. As a result, companies lose the best employees.
In conclusion, employee productivity is an issue for organizations because they are major contributors to an organization’s ability to master and reach their goals. Organizations should, therefore, come up with ways of ensuring that employees give the best and curb controversial aspects associated with employee productivity.
Cording, M., Harrison, J. S., Hoskisson, R. E., & Jonsen, K. (2014). Walking the talk: A multistakeholder exploration of organizational authenticity, employee productivity, and post-merger performance. The Academy of Management Perspectives, 28(1), 38-56.
Samnani, A. K., & Singh, P. (2014). Performance-enhancing compensation practices and employee productivity: The role of workplace bullying. Human Resource Management Review, 24(1), 5-16.
Beveridge, W. H. (2014). Full Employment in a Free Society (Works of William H. Beveridge): A Report (Vol. 6). Routledge.