HR tips: How to optimise productivity of the team?
Today’s modern HR is faced with unwarranted challenges and unprecedented situations, they are always required to be on their toes to be at the top of the business. Stagnated levels of employee productivity is a major concern for growing businesses and HR managers are working on plans to drive a culture of innovation to maximise profits.
While most HR professionals acknowledge that their job entails establishing policy, procedures and programs governing people management and streamlining payroll. However, increasing productivity attempts made by HR managers to drive workplace culture is overlooked as a job responsibility silently trusted on them.
Consequently, employee output (in terms of volume, speed and quality of work delivered) are less-controlled, and the company suffers dent on profits due to lowered levels of employee productivity.
Both employees and managers determine the foundation of optimising productivity in the workplace. The managerial tasks of HR managers to recruit, train and retain the best employees in the company would mean nothing if not supported by great leadership traits of managers.
Agile workforce who are high-continuous learners and innovators can only perform optimally with great managers who provide support systems, proper guidance, appropriate tools and resources.
Leaders and managers play a critical role in defining the direction, purpose, priorities, goals, and roles of the workforce. With adequate support from the HR, the capability of managers to develop plans, coach, motivate, and develop employees is crucial to success of business.
Unfortunately, many managers also happen to be the weak link in the productivity chain, therefore HRs must accept the role of developing great managers and identifying the ineffective ones. Here are some tips that can help you identify the right talent for leadership roles:
- Strategy and plans that build commitment
It is critical for the company to design a competitive strategy and strategic plan that significantly increases their chances of success. Clear plan and strategy that are well-communicated to employees will drive higher commitment and boost motivation at work. Productivity levels can only be elevated, when employees believe that they have invested in their careers for the right organization.
- Clearly defined purpose of functioning teams/units
Employees who work in smaller teams or units tend to focus less and fail to see the bigger picture of organisation’s success. Hence, HR managers with professional support system should be able to communicate clear purpose of their functions and the critical role they play to help meet business vision. Employees who are valued will be more engaged and committed to their work, this will reflect in increased productivity levels at work.
- Team and individual goals
Providing employees with clear and measurable goals will help them perform optimally and precisely understand what is important to them and less-important in their jobs. When realistic measurable goals are set, employees can adapt themselves to meet the competencies required in the job role and achieve the targets set.
Allowing employees to set their own priorities can help them to function effectively with less exhaustion and burnouts. Clear priorities would help employees allocate time and resources for the most urgent and impactful tasks. Driving employees to be aware of both low and high priority goals can help them work in sync with good time management skills and derive optimum results.
- Performance metrics for continuous improvement
Metrics provide focus, feedback and results in continuous improvement. Employees will be driven to continue improving and fulfilling the metrics as per their clear guidelines at work.
Not everyone in the office can be highly productive employee as expected. However, HR managers can work towards creating an effective organisational support system in place, build employee relationship and adopt persuasive mechanism to motivate workforce and boost productivity levels in the workplace.
This article first appeared on HR in Asia.