With employees at the heart of any business, staff productivity is crucial to every organization’s success, but achieving great levels of productivity is less than easy.

Studies from before the pandemic showed that the average worker is productive for a maximum of just 60% of every day. And post COVID, U.S. productivity levels have been further challenged by a variety of factors including shifting expectations of employment and remote working.

Fortunately, the national picture shows things are improving with 2024 productivity already up by 2.5% and projected to continue to rise, thanks to advances in AI. But as recent years have demonstrated how swiftly productivity can decrease, many HR professionals are left wondering what can be done to help safeguard their own organizations and ensure the upward trend is reflected in their company.

Below we’ll explore 10 key strategies for improving productivity that are sure to increase performance, satisfaction and make any organization a better place to work.

10 strategies for improving productivity

1. Create a comfortable environment

An essential part of boosting employee productivity is ensuring that the workplace suits the people who use it, both physically and emotionally.

Research suggests that when employees feel comfortable, they are more motivated and perform their tasks with higher energy and commitment. So asking staff what kit they need to make their job easier, and offering ergonomically designed office equipment that alleviates physical strain can make a big difference to their productivity. 

But that’s not all, as well as physical elements, staff comfort also encompasses the often overlooked facet of employees’ emotional wellbeing. If HR professionals can foster open communication and also provide support systems such as counseling services and mental health resources, staff will feel more supported and able to handle any issues that may arise.

2. Build employee commitment

If staff are committed to an organization, they are far more likely to go above and beyond in their daily work. A lot of what makes an employee committed relates to communication and clarity. Staff need to understand not just what they are asked to do, but also why they are asked to do it, and also how this contributes to the organization’s overall aims, objectives and achievements. 

HR professionals can help to make this a reality by ensuring the organization brings staff into discussions about organizational strategy and takes the time to explain why key decisions are made, and how they relate to their own daily work.

3. Boost the benefits

It’s well known that a well rewarded employee is a productive employee, so reviewing the benefits offered and ensuring they meet or exceed the industry standard, is a valuable strategy.

A good benefits package may include a competitive salary, health insurance, flexible working hours, mental health and wellness programs, and recognition schemes. However, what staff require can vary wildly from company to company and between staff members themselves, so it’s always best to survey for opinion and use that insight to guide any changes.

4. Embed employee appraisal 

Performance appraisal programs are critical in improving productivity, providing a formal process for evaluating performance and addressing issues early, before a PIP (Performance Improvement Plan) is needed. Plus, they create a channel through which HR can identify business-wide areas for improvement efficiently.

HR professionals can play a pivotal role in appraisals by ensuring a clear policy on their frequency and format. Particular value can be added by instilling the understanding that goals should always be explicitly tied to the organization’s strategy, and formed through two way discussion with the employee, to ensure buy-in and understanding of their importance.

5. Incentivize and recognize

When employees have a clear goal and know they will be rewarded for meeting or exceeding organizational expectations, they are more likely to put in the effort to achieve those goals.

Incentive programs that provide time or money based rewards like bonuses, commissions and extra time off are designed to do just that and HR can play a vital role in ensuring they are both fair and achievable while still driving productivity improvements.

These schemes can be well complemented by more cost-effective recognition programs through which staff receive public acknowledgement or awards for good work. Especially useful for less measurable success and hard work such as kindness, cooperation and resilience, recognition programs can be a great tool to boost morale and encourage others to strive for excellence too. 

6. Ensure opportunities for development

Organizations at the forefront of new technology, trends and developments are best placed to be at the forefront of their industries, but for this to be possible it is vital to invest in defined programmes of staff development and training.

Each staff member’s development program should be discussed and tailored to their individual appraisal to ensure it has maximum impact and may incorporate training, certifications, mentorships and opportunities for experience in new areas of the business. 

Of course, job specific training is essential, but it is also worth providing opportunities for staff to develop beyond the precise limits of their role, into other areas of the industry or specialism. Doing so can help staff feel valued holistically, and improve staff flexibility and adaptability in ways which may help the business respond to changing demands in the future.

And of course, HR professionals also have the option of attaching terms to some development opportunities, requiring staff to remain with the company for a fixed term.

7. Provide manager training

It is often said that people don’t leave bad jobs, they leave bad bosses. A well-trained manager can inspire and motivate their team, while poor management can lead to disengagement and reduced productivity. HR professionals play an important role in protecting against this, by helping to equip managers with the skills and confidence needed to lead effectively. 

An easy way to accomplish this is through a compulsory management training scheme. This could include training in conflict resolution, time management, and employee motivation as well as guidance and resources to help with many other softer skills like listening, communication and networking.

By ensuring that managers are well-prepared to handle the complexities involved in leading and coordinating people, HR can help smooth daily working for whole teams, which in turn can have a significant impact on productivity.

8. Foster a feedback culture

Creating a culture where feedback is regularly exchanged can significantly enhance productivity as employees who receive regular, constructive feedback are able to adjust their performance to meet expectations. Similarly, allowing employees to provide feedback to their managers and peers fosters a culture of openness which can enhance employees levels of comfort in the workplace.

HR professionals should implement a no-surprises approach to feedback, with scheduled junctures and transparent systems of open communication in addition to formal appraisals. Mechanisms can include 360-degree feedback systems and wash ups on projects as well as regular informal check-ins. 

9. Leverage effective technology 

In today’s digital age, all companies use technology to some extent. But technology does not always equal success; if the tools are outdated or inadequate for the way in which the business has evolved it can sometimes be the thing which hampers a company’s productivity the most.

HR professionals should use established feedback channels to understand if and where such challenges exist, and raise awareness within the leadership of the business.

Improvements to technologies such as communications and project management tools, employee self-service portals, and performance tracking systems can help employees streamline their admin, stay organized and complete their tasks quickly.

Implementing these and other online tools effectively is vital to ensuring that the ever increasing number of staff who work from home are supported to do so efficiently.

10. Recognise the work-life balance

Work-life balance is a top priority for employees, who increasingly expect to have their external responsibilities and desires mesh more easily and evenly with their work.

Although this can represent a significant change from the workplaces of the past, it brings with it the huge benefits of helping staff avoid burnout, and feel better valued, both of which can have a significant impact on productivity.

To aid in this, HR professionals can implement policies that signal and support a culture that values balance between work and free time. These policies can include flexible working hours, remote working, and provision for ensuring employees have adequate cover when they take time off.

Taking action

HR professionals are key players in driving employee productivity. Able to act as a listening ear to the organization as a whole, they are uniquely positioned to identify where change is needed and help make it happen through leadership liaison and policy development.

By implementing the strategies in this article, HR professionals can help to improve management and systems, recognition, and communication, creating a workplace where employees are happy, motivated and supported. 

And with these factors in place, the organization’s productivity will follow suit in no time.

Guest writer.