What do you need to get people to work better and faster? This problem has been plagued by researchers and employers for many years and seems to have failed to find an answer. It is natural for humans to try to improve things. From wheel invention to car engine – nothing seems to be enough.
There are many ways to increase productivity. Use the online app to track activity and analyze sleep patterns. Productivity workflows like “Get Things Done” alleviate the pressure of too many tasks in the list. Finally, visit YouTube and you’ll see hundreds of free videos and paid tutorials from your productivity coach. However, while we improve our self-development and personal development skills, employee efficiency is a tricky concept. Unlike personal productivity, workplace efficiency is a sensitive topic because it includes one or more employees and bosses.
If two people participate in this process, conflicts of interest are inevitable. Let’s take a closer look at this collision.
Employee efficiency and employee conflict
The main problem with workplace productivity is not the employees who resist productivity. Most people are willing to help and improve efficiency. Problems arise when employers clearly understand employee productivity and try to optimize based on hard data. Although the data may provide more control, it may damage the employee’s personal information. There are many ways to quantify employee productivity, but legal restrictions are unclear.
Think about Tesco’s case. The company urges its employees to wear electronic devices that track movement around the warehouse. This is a simple and effective way to optimize performance. However, it also measures rest time and increases employee concerns.
Another interesting example is Amazon. Although we haven’t implemented this technology yet, the future of Amazon’s employees is easy to predict. Soon all Amazon employees will wear wristbands to track their workouts. For companies that display customer satisfaction in the priority list, tracking provides a convenient way to control the time spent on each delivery and ensure a superior customer experience.
Although the trend of employee tracking is obvious, scientific research does not support sports. This study does not deny the positive impact of tracking, but does not approve tracking. According to experts, it is very useful to apply tracking in the right environment and in the right environment.
Olin Business School research shows that employee tracking can increase restaurant sales by about 7%. Due to employee tracking, fraud is rare and employees have the incentive to make additional sales.
According to a Harvard Business School study, full transparency is not always a good thing because of the critical view of this view. Researchers believe that too much transparency in all the benefits of transparency can lead to ineffective employee behavior. In particular, motivation has been reduced and employees have begun to participate in avoidance and information hiding strategies.
Another interesting fact in the same study is the area in which the tracking tool is applied. Obviously, people will perform repetitive tasks better in front of others, but they can let others around creative thinking. Therefore, musicians make gifts at home, but show them in front of the audience. Knowing when and how to apply tracking plays an important role in improving employee productivity.
Although this study does not provide a clear answer to the question, it is not difficult to figure out the best way to handle employee tracking. The key is to find the perfect balance between transparency and privacy. Some government agencies have strict privacy policies. Small businesses are often less subject to policy and legal restrictions. However, regardless of whether the employee’s privacy is legally defined, it is a good business practice to respect the employee’s personal information at work.
The following tips can help you balance privacy and transparency.
Check the correct KPI.
KPIs are indicators used to measure employee performance. The correct KPI is in line with your organization’s goals. If KPIs do not achieve their goals or do not affect the company’s profits, it can hinder productivity and make employees feel uneasy.
Key performance indicators are an effective way to improve employee performance, but only within the organization. Staff should be instructed and educated on how to improve their KPIs.
Measuring employee efficiency is the responsibility of management, but improving employee productivity is the responsibility of managers. Management is often obsessed with collecting data and forgetting how to use it.
Ideally, you should provide data access to your employees and managers. Only then can employees know their productivity and how to improve. On the other hand, managers should make it clear that they will not use data for employees. Instead, it is meant to help develop personal professionalism.
Focus on improvement rather than monitoring.
The success of your tracking plan depends on your goals. If you focus on controlling employee behavior, you will not get positive results. However, setting goals to increase employee productivity is almost always guaranteed. It is best to choose the correct tracking method based on the correct goal. For example, installing spyware does not increase productivity, but it can increase efficiency by providing employees with an easy-to-use time tracking tool.
Your improvement intent will guide you to increase productivity, rather than employees feeling unsafe and unsafe.
Accept complete transparency.
The full transparency of employees is a term for how employees share tracking practices and strategies. Employees should be aware of all the information collected and collected. They must also understand how information is used and what the company is achieving through tracking.
Ignore small things.
If you know that employees are not penalized for minor incidents, it is easy to track. It should be clear that tracking is being used to improve efficiency, not to monitor others.
You need to verify all Facebook once. However, a person’s productivity level also changes throughout the day. We have all experienced when we can’t do anything about it. Productivity is a fluid concept, sometimes focused on correcting repetitive bad behaviors, rather than counterproductive tricks.
Choose the right tool.
The main challenge facing any business owner is to show the benefits of the tool to the employee, rather than choosing a tool that you can use without restrictions and assure the staff. Some tools outperform other tools and allow people to track more comfortably. There are two types of tracking in Bitrix24. You have time to track tasks and projects to see if your project is within budget.
There is also a boxing watch that employees can use to mark the beginning and end of the day. This feature enables accurate payroll and significantly reduces company costs.
Establish the right company culture
Finally, measuring and tracking employee productivity is a strategy, not a strategy. Studies have shown that a strong organizational culture is the foundation of productivity. Those who are happy at work and who like to interact with colleagues at work and are passionate about what they do will naturally become more productive. They are more open to performance enhancement and tracking programs that are typically initiated by management.
Technology has greatly improved our lives. It also offers unlimited opportunities to collect and share knowledge. Ultimately, however, employee productivity is not data collection, but about how to use data in individuals, teams, and company leaders. The right balance between productivity and free time, freedom of motivation, personal navigation projects contribute to the company’s goals, and the key to transparency and confidentiality lies in employee productivity and overall business health.
Bitrix24 provides social collaboration, communication and management tools throughout the team, including CRM, file sharing, time management and calendaring.