Monitoring employee productivity is very important. In businesses, general managers, department heads and supervisors are the ones who need to fulfill this role. Though most people think that getting into a position like this would mean more perks and salary; think again. It would also mean tougher and more challenging responsibilities.
Managers and other high-ranking officers in businesses find it so much easier to manage inventories, facilities, books and even profit margins. The most stressful part of the job would be managing the behavior as well as the performance of their employees. If you have kids, you’ll be able to get the jist of what I am talking. It’s more of like telling your 8-year old not to eat too much candy and find lots of it stashed underneath his bed. Of course, you can’t expect all your employees to just do what you ask them to do. You’re dealing with different people so it’s only safe to assume that not all people are conformists. What you need to do is to understand why they are behaving or acting that way.
Why don’t they perform?
Studies show that there are two general reasons why employees are not doing well on their productivity. It is either they can’t do the job or they don’t want to do it. That’s just it. So it’s either they’re not meant for that kind of work or they are just too stubborn to do the job.
When you think about it, the two reasons are not really different from one another. There are those who think that employees falling under one category should attend a different training or consultation session from the employee falling under the other category. More trainings and consultation sessions won’t cut it. You need to come up with a good way to boost their productivity.
If you have staff members who are low on employee productivity because they are finding it hard to do the job, sooner or later you’ll realize that it’s not you. No matter how many times you ask, demand or even beg them to do better, they just can’t. There are even managers who think that their employees aren’t doing a good job just because they’re lazy. It is high time you realize that in every business or in every department, there will always be “legitimate barriers” that some employees find these very hard or even impossible to overcome. As a result, they can’t complete tasks and meet deadlines. All in all, they just can’t seem to meet your expectations.
If this is the case, there are two important steps you can do to handle the situation. You need to identify these barriers and you need to eliminate them!
How To Identify Them?
To identify barriers that are hindering your employees’ high productivity, you need to talk to the concerned employees and ask them directly if there are things that are making it difficult or impossible for them to not do their jobs well. From their answers you will determine the culprit barriers. Your choices would be physical barriers, wherewithal barriers, time barriers and know-how barriers.
How To Eliminate Them?
Eliminating barriers is always thought of as the tricky part. It’s not. It’s actually easy because once you and your employee have determined the culprit barrier, your employee will have ideas running through his head as to how he should have acted or responded to certain situations. Talk this over and listen to his or her ideas. Give encouragement and set effective solutions. Since this will seem like a hit and miss game then by all means, let them try again when they fail, and recognize and appreciate them when they succeed.
If, on the other hand, you have staff members who are low on productivity because they don’t want to, you also need to go over the root of the problem. Though giving them another chance is your priority and considering replacing them is your last option, you should also think about your high performing employees. Will their behavior affect the behavior of other employees? Sometimes, the only thing you can do is to put your foot forward and take them out. Doing so can stir up other slackers and raise the bar of performance for all other employees.
As a business owner or manager, the best way you can boost employee productivity is by supporting their success. Think of great ways to reward them. Large-sized companies sometime provide 3-day vacation trips to their best employees. For small scale business, its okay if you can’t afford this kind of reward, you can just praise your employee in public or give him a small token of your appreciation such as treating him to dinner or giving him gift certificates. Sooner or later you’ll see that even small gestures of appreciation can go a long way.