You want your employees to be as productive as possible as a business leader. You already know that stress may lead to poor performance and that effective communication is critical to keeping employees motivated and productive.
But, no matter what actions you take to boost staff productivity, it's difficult to know if you're on the right track. Is your new workplace communications program truly helping you save time and money? Are your weekly 15-minute standup meetings keeping you from sending out unneeded emails later on? It's difficult to say.
That is why it is critical to employee productivity metrics. You can track staff productivity in a few different ways to get a better idea of how your team is doing.
Here are five employee productivity metrics when it comes to staff productivity:
1. The amount of time spent on various jobs
Did you know that 96% of employees believe that sending needless emails wastes their time? That is, according to The Center for Creative Leadership.
You may assume that sending emails increases employee productivity inside your organization, but how much time do your employees spend sending and responding to emails? People sent and received an average of 215.3 business emails per day in 2016, according to Radicati's Email Statistics Report, and this number is predicted to rise by 5% year over year.
It's not just about emails, either. The average employee attends 62 meetings each month, according to Atlassian, and estimates that 31 hours of that time is wasted.
As a result, you should track how much time employees spend on different tasks like meetings and email. You can inquire of them as follows:
How many business emails did you send the day before?
How many business emails did you get the other day?
Today, last week, and this month, how many meetings did you attend?
How productive do you find your meetings on a scale of 1 to 10?
Of course, you should also inquire as to whether employees consider the emails and meetings they attend to be necessary or not.
2. Program attendance and participation
You're continuously proposing new initiatives and ideas to your employees as a corporate leader. Are they, however, taking advantage of your offer? You could, for example, provide training programs. How many employees are taking advantage of this opportunity?
Attendance and involvement should be tracked in the following areas:
Seminars and training programs
Lunch and Learn sessions
Initiatives to increase employee engagement
Social gatherings
Make a point of tracking involvement over time. It may be time to renew your offers if a program was popular when it was originally presented but now has very few participants.
3. Employee turnover rate
When an employee departs your organization, the rest of the team must hustle to fill the void. After that, a significant amount of effort is spent looking for a replacement and training them to get up to speed. As a result, high rates of employee churn can have a significant negative impact on staff management.
Employee churn should be calculated on a biannual or annual basis by leadership teams. This year, how many staff departed the company? How long does the average employee stay with a company before leaving? In a given year, how many members of senior leadership resign?
Employee turnover is one of the most important KPIs for HR departments, and the rate may be calculated using a simple equation.
4. Evolution of employee attitudes throughout time
Is your staff content with their jobs? When you ask someone how they are feeling, they may answer they are, but there are other ways to figure out how they are feeling.
For example, sending quarterly or annual questionnaires to employees and allowing them to respond anonymously is a good idea. You can inquire about whether or not they would suggest a company to a friend, what they think about leadership, and what features of the organization they enjoy and dislike.
There are numerous tools available to make this procedure easier. Glint is a favorite since it allows you to poll employees on how they feel about their jobs and the organization as a whole on a regular basis.
5. Determine how useful you are.
Although it may appear strange to assess employee helpfulness, some businesses are discovering that it is a useful approach to gauge productivity. Joshua Konowe of Konowe & Associates, for example, employs levels of helpfulness as a productivity gauge, according to AllBusiness Experts.
"We ask: 'Who in your department (or another department) has been the most helpful to you and your operational function over the last six months?" he explained. "'It's a terrific incentive since it's completely anonymous and it identifies the true doers in the firm rather than just what management believes.'"
Final Thoughts
Metrics for measuring employee productivity in order to enhance it
Employee productivity metrics should be measured so that improvements can be made to improve it. You may find strategies to develop a company where staff productivity is front and center by determining how much time to spend on specific activities, charting attendance, and measuring employee turnover.
