8 Factors That Could Lower Employee Productivity

One of the main areas of concern for executives is employee productivity. Your staff will determine how well your company does. The bottom line and productivity will suffer if they don’t live up to expectations. This is crucial right now, in a workplace recovering from the pandemic.

Employee productivity is down 4.1% on an annualized basis, according to the US Bureau of Labor Statistics, and managers are beginning to notice the effects of this during the Great Resignation era and the emergence of the quiet resigning phenomena.

Now is the moment to ensure that your company prioritizes employee productivity, which is more about acknowledging that people aren’t machines than it is about how much you can get out of your workers. Examine your workplace carefully and eliminate these productivity killers if you want to ensure that your employees give it their all.

1. Lack of big-picture view

Employees want to feel personally invested in the company’s mission and understand how their work contributes to the success of the business as a whole.
Key performance indicators (KPIs) should be identified by every organization in order to assess the effectiveness of each employee’s position. Inform team members of how their piece of the puzzle relates to the objectives of the company.

Monitor KPIs and gauge compliance after they have been identified. Inform employees of the potential consequences of not achieving goals, such as downsizing or market share loss, without using scare tactics. In addition to KPIs, there are other ways to engage staff with the mission of the business:

– Regular communication (from direct managers and in broader company meetings) of the company mission, vision and values

– More opportunities to utilize shared decision-making

– Feedback received from employee surveys

– Rewards and recognition

2. Poor supervision

Examine how you, other leaders, or the direct managers are falling short of expectations if a group’s output is lagging. Sometimes, managers fall short by:

– Not being consistent or transparent

– Micromanaging or not giving enough supervision

– Not providing enough time to complete tasks

– Playing favorites

The solution in this case, whether it be through introspection or collaboration with other team leaders, entails:

Asking your staff:

– “How can I support you the best?”

– What tools are necessary for your success?

– I’m witnessing a problem with productivity; how can I help?

– We must make the adjustments listed below due to x, y, and z. Have you got any inquiries?

Make it a point to actively involve managers in decision-making and provide them encouragement. To ensure that KPIs are on track, meet with them frequently and promote open communication.

3. Poor communication

The two-way street of communication. In addition to communicating with your staff, you should provide them a chance to express any ideas or worries they may have.
One typical cause of low employee engagement is the perception that management is unresponsive.

It’s critical to establish a safe space where staff members may express their opinions, whether positive or negative, and to make sure that the venting doesn’t reflect poorly on the company. In a hybrid workplace, it’s much simpler for information to get lost in translation between scattered teams, making effective communication particularly crucial.

At all levels, communication may be improved, but direct managers are especially in need of it. Consider:

– What channels are available for your staff to provide feedback? (Surveys, private conversations, group situations, etc.

– Are you spending time forming relationships or are you preoccupied with getting things done?

– Is it typical for an employee to have lesser productivity? If it differs from previous behavior, then perhaps there is something more going on that hasn’t been disclosed.

4. Lack of delegation for employee

Because parents don’t want to relinquish control of their little one, leaders are known for being unable to delegate. As a result, the team suffers from low self-esteem and lack of team buy-in, and the leader is overworked.

When a manager relies heavily on one person, that person becomes overburdened and the other team members start to disengage. The overworked individual eventually burns out and joins the low productivity group.

5. Inconsistency

Those at the top frequently lack a clear knowledge of the group’s role or the company’s objectives, which is why a work group frequently changes course or doesn’t appreciate consistent practices.
Employees can be too distracted or, worse yet, just give up if the regulations are constantly changing.
Each department is impacted by inconsistency at the top, which ultimately affects the client. Try to:

– Set specific goals and objectives for the business and each work group.

– Track and evaluate KPIs for all positions.

– Be open and forthright when discussing any adjustments to that vision or course of action at scheduled meetings.

6. A poor company culture

A bad workplace culture is made up of a variety of factors, from major ones like breaking company rules or compromising the company’s integrity to minor ones like office gossip or murky clothing requirements or even having little flexibility regarding the start or conclusion of the workday.

This may result in discomfort, diversion, and ultimately reduced productivity. Employees may have anxiety and restless nights as they worry about what may happen at work the following day. This might eventually result in silent quitting.

By creating a safe space where people can voice their concerns without fear of retaliation, you can help ameliorate the situation if the problem is more serious and related to corporate policy. How people operate is greatly influenced by creating a culture that they adore.

7. Inadequate technologies

Technology advances quickly, so if your staff is using outdated equipment, they won’t be as productive as they may be. Follow the trends that your clients and rivals are using.
Find out what your staff requires to work more effectively and efficiently. They will appreciate your curiosity and the fact that they probably have a better idea than you do.
No obligations are necessary from you. Pay attention just. You might remark, “I can’t promise anything, but I’d want to have your suggestions”.

8. Lack of acknowledgement

Coworkers can tell when one person on a team goes above and beyond. Additionally, they see whether it is acknowledged and think, “Why bother?”
The excellent worker feels it as well and will probably start sending out resumes shortly.
When we perform well, we all like receiving praise. Sometimes all it takes is a simple “Well done!” in the hallway or calling the person out in a meeting.

If you’re considering launching an employee recognition program, it must be meaningful or it will be pointless. Consider conducting a poll to learn more about the preferred forms of acknowledgment among your staff members since these vary depending on the individual and work group.