How to Effectively Measure and Track Employee Productivity

At the same time, employers will need to measure and track their team’s productivity without making them feel anxious. It’s certainly a precarious situation. But, you can use the following ten techniques to make this possible.

I’m still baffled at how many leaders and project managers still fall into the trap of not setting clear expectations and reasonable deadlines. In my opinion, these topics should always be a top conversation priority — regardless if your team works at the office or works remotely.

If you tell your employees what you expect from them, especially in a remote working environment, they’ll be happier and more productive. If “the big talk” is an area that you’re struggling, try using the following;

Some suggested tools to measure and track your team’s productivity include;

Work environments built on trust are healthy and productive, adds Fisher, co-author of Work Better Together: How to Cultivate Strong Relationships to Maximize Well-Being and Boost Bottom Lines. Moreover, trust is perhaps more important than ever during this uncertain time caused by the pandemic.

Above all else, be transparent. If you’re monitoring your team, let them know this in advance. And explain to them that they’re not being monitored to spy on them. Rather, you need this data to eliminate time wasters and bolster their productivity.

“For employers, monitoring tools might seem a useful stopgap at a time when teams aren’t in the office,” he adds. The problem? “Time spent at a keyboard or in front of a webcam is hardly indicative of performance or productivity.”

Monitoring in this manner is actually detrimental to obtaining the results you desire. Employees who are aware their keystrokes are being tracked, for example, are incentivized to produce high-volume work that has little commercial value.

“The deeper issue is that, in many ways, we’ve measured productivity all wrong — confusing inputs for outcomes,” states Wong. “Even tracking ‘hours,’ the oldest of workplace metrics, is fundamentally misleading. Just knowing someone has worked a 40-hour week gives little insight into what they actually accomplished.”

The better approach? Measure and reward business outcomes. “These will differ from business to business and employee to employee — and that’s precisely the point,” he explains. “Taking the time to first define what success looks like, and then finding ways to measure — is the surest way to boost output. Handy schema like KPIs, OKRs, and KRAs, all circle around this central premise.”

With that in mind, consider quality when putting systems in place to track employee productivity. And, ask yourself, “What can you do with it to track job performance?”

For instance, is there any feedback you received from a distributor regarding an employee who went beyond the call of duty? While your employee might have needed more time to complete this level of work, the value you received is incalculable. And that should definitely be measured and rewarded.

Identifying each employee’s strengths and weaknesses can be accomplished by analyzing the data. For example, you might notice that one team member completes a task much faster than anyone else. Ideally, you should give this employee all these responsibilities going forward to increase your team’s productivity. By doing this, everyone will have more free time in their schedules, which will increase productivity.

Understand why your weakest performers are less productive than other team members. For example, perhaps they’re having difficulty with certain programs, applications, or tasks related to their work. In this case, you may consider training them to improve their skills and increase their productivity.

Track-specific key performance indicators for both short- and long-term goals.

Recognizing small accomplishments will keep employees motivated to work towards bigger goals.

Furthermore, this presents an impressive picture. While it may not seem obvious, the little things can have a huge impact on pushing your team towards the big goal.

Analyze the data to see where your employees spend a lot of time. For example, you might want to restrict employees’ access to these websites or apps during the workday so that they aren’t distracted.

Data may also indicate that certain clients are taking up a lot of your employees’ time, making them less productive than they should be. It’s possible that your business isn’t even making money from that client. As such, it may be worthwhile to revisit a time-wasting client relationship to make your team more productive.

Increasingly, small companies are focusing on their bottom line instead of the hours worked by employees. This allows them to track progress while ensuring that their employees have more flexibility — mainly how and when they work.

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