Managing Performance: 3 Ways To Strengthen Productivity And Reduce Costs

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At the end of the day, productivity is what truly matters to every organization, no matter how big or small the area of operation is. Slack time for tasks completed has recently caught the eye of managers round the globe as the world goes through a truly breakneck transformation.
Technological advancements make redundant every previously successful policy ruthlessly and add to the mix, the pressures of a post-recession economy, it’s not a good time to let the noose lose and be comfortable with things happening on their own. Gauging productivity and performance levels is one thing and increasing them to match competition is another.
However, there are some successful strategies which, if employed to the minutest detail, can help managers control and then increase productivity levels to match their requirements. Employees disengaged from their work have an approximate cost of $550 Billion to US Employers per year. By just looking at the amount of revenue we lose through disengagement, the emphasis on improving productivity multiplies manifold.
During the course of this article, the 3 concrete ways to tackle these disengagement problems will be discussed which will definitely help those who need to offset this predicament which is slowing their pace down and making them vulnerable.

GROW Model:

No one likes being controlled and hundreds of bloody revolutions are testament to this fact. Employers should also understand this most basic of human traits and take actions to neutralize it as much as possible. The GROW Model which stands for Goals, Reality, Options & Will is a tool to achieve the same. It makes the employee less dependent by providing him/her a structure to accomplish tasks by linking together his/her aspirations, present situations, possibilities and the relevant actions. It’s the perfect personification of “Means to an end”.

Opening Up At Both Ends:

Most of the problems if not all stem from the issue that people don’t communicate themselves or there are some barriers to communication that continuously cause hindrance towards achieving progress. Bureaucracy and a closed organizational structure is bound to foster frustration which is one of the prime instigators of disengagement. Employers should emphasize on the fact that employees are heard and their issues are promptly resolved whether they are related to policies that they don’t like or a senior who scolds too much on the slightest of mistakes. Once grievances start getting out of the system, employees will become happier, (Hawthorne studies anyone?). Everyone likes being given attention, even if the problems can’t be solved, it eases off the burden they carry in their hearts. Undoubtedly, performance will increase if employers become more open to communication with their employees. “Let them be heard” is the name of the game.

Relieving The Stress Of Monotony:

People get bored quite easily, especially when the job they are required to do stays the same over and over again. When boredom starts seeping into something, performance goes down. Employees who get bored will look to get disengaged from their jobs and start searching for distractions. This is an area of huge concern for employers. Obesity and mental problems are also signs that employees are doing jobs that is taking a toll on their minds and bodies as well. In order to stay healthy in the office and alleviate these concerns, constant motivation should be provided along with some good incentives like extra increments, paid recreational retreats among others as per the organizational policy which should be provided to employees to keep their morale at optimum level throughout the day.

Performance management is an issue that has been written about extensively but in the end it’s all about implementation. We can provide expensive highly professional training to our employees that are flashy and wordy but it’s us – the employer who understands what our employees really need. It’s a “fit to match” customized approach that will vary from organization to organization but it’s the only way out of a $550 billion mess we currently find ourselves in for apparently avoidable reasons.

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