Let’s understand this with an example: The first employee completes 8 tasks in 5 hours, while the second employee completes 5 tasks in 8 hours. So, which employee is better? The first employee.
In this blog, you will understand how you measure employee productivity without any pressure or confusion and it doesn’t involve any complicated rules.
What Employee Productivity Really Means
Productivity means work + results, and we measure it as follows:
- The employee’s work is completed,
- It is done correctly,
- It is completed on time,
An employee’s productivity doesn’t mean that the employee appears busy all day; rather, productivity refers to the final outcome of the work. Whenever you measure an employee’s productivity look at the results of their work.
Measuring Productivity Without Checking Hours
If you’re measuring productivity based on the number of hours worked, that’s not a very effective method, because, as I explained in the example above, you should be focusing on the results. Whenever you measure an employee’s productivity don’t base it solely on the number of hours they work.
Measuring Productivity by Work Output
The first question is whether the work has been completed. If the work is not completed, productivity is measured as low even if the person appears busy all day.
The second question is whether the work was done correctly. If the work is not done properly or if the same task is repeatedly done incorrectly productivity is also measured low.
You can measure employee productivity in this way:
- Work Completed
- Correct Work
Measuring Productivity with Clear Goals
When every employee knows their goals, they understand what they need to achieve, and achieving those goals leads to better productivity. If the goals are unclear, the results will also be unclear, and there will be confusion. Let’s understand this with examples:
- Clear goal: Respond to 5 emails today.
- Unclear goal: Just check emails and don’t necessarily respond to them.
Therefore, whenever you measure an employee’s productivity, always keep the goals in mind.
Measuring Productivity for Different Roles
When measuring productivity, a one-size-fits-all approach does not work because everyone in a company has different job roles. You need to measure productivity according to those roles example:
Desk-based roles
- Were reports completed on time?
- Is the data accurate?
- Were deadlines met?
Creative roles
- Was the idea effective?
- Did the client or team understand the work?
- Is there visible improvement?
Support roles
- How quickly was assistance provided?
- Were the problems resolved?
- Were errors reduced?
This is how you can measure productivity for different job roles. Don’t apply the same rules to everyone as this can lead to inaccurate productivity measurements.
Measuring Productivity Without Stress
Putting extra pressure on employees doesn’t always increase productivity in fact, it often decreases it. This is because when an employee works under pressure, they tend to focus only on just completing the task which can lead to mistakes.
- If an employee is told about a mistake and spoken to angrily, they will feel pressured, and instead of finding a solution to their mistake, they will become stressed.
- If the mistake is explained to them calmly, they will perform better.
Productivity doesn’t mean pressure; it means
- Explaining to the employee what is wrong with their work
- Showing them how they can improve their performance.
How Do You Measure Productivity of Employee Step by Step
I will show you in a few simple steps how you can measure an employee’s productivity in the easiest way.
- Keep tasks clear
Every employee should know what their job is or what tasks they will be assigned so they can prepare in advance.
- Define the desired outcome
When assigning a task, explain to the employee what outcome is expected and how that outcome will be achieved.
- Set deadlines
Once you’ve assigned the task, also provide a deadline so they are aware of it.
- Review the final result
Once they complete the task, review their work and see if the outcome meets your expectations.
- Provide feedback for improvement
If you find any errors in their work, call them in and point out the mistakes, and also explain how they can improve.
This entire process leads to improved employee productivity, and you can easily measure it.
Measure and Improve Productivity Together
First and foremost, you must understand that the purpose of measuring productivity is not to punish. It is meant to improve.
If an employee’s productivity is not very good there could be several reasons
- Understand the reasons for the employee’s low productivity.
- Provide them with training if needed.
This will improve their productivity and also help you in measuring their performance.
Common Productivity Measurement Mistakes
Many HR professionals and managers make several mistakes when measuring employee productivity leading to inaccurate assessments. I will discuss these mistakes with some examples.
- HR professionals or managers often confuse busyness with productivity.
- They tend to evaluate all employees’ roles in the same way.
- They mistake effort for productivity focusing on activity rather than results.
These mistakes lead to wrong productivity measurements. The best way to avoid these errors is to use employee productivity tracking tool which calculates everything automatically or accurately without any mistakes.
Final Thoughts on Measuring Productivity
Measuring productivity is not just about numbers or pressure and it’s about doing the right things in the right way and achieving positive results. By following the simple guidelines mentioned above you can easily measure employee productivity. For more information, please contact our support team.