Does productivity formula affect employee engagement?
Productivity formulas usually measure level of work completed in the available time. These formulas are used by companies for measuring the output of employees and employee engagement. Certain managers think that these formulas offer insights into the overall office morale, and help increase employee engagement. These formulas do a comparison of productivity outputs of employees, in the hope of boosting employee engagement.
The productivity formula will differ according to its utility sought out by office managers and productivity coaches. The basic structure of productivity formula will be the division of workflow with time. It shows unit work completed, in a specific period, which brings out a unit to measure employee engagement. This way, the formula is useful in measuring the efficiency of workers as per their working hours. The productivity formula thus gives management certain level of insight into employee engagement, and the way working hours were spent.
Application of productivity formula will produce quite a bit of data, which can be used by business managers and productivity coaches for getting insights into employee engagement. Although the general intentions in productivity formulas can remain same, specific application details can vary widely. Tweaking of the productivity formula depends on the industry for tracking employee engagement, and they can be adaptable to the needs of a productivity coach. For instance, measurement of welders' productivity in a facility manufacturing automobiles will differ from the measurement of productivity of accounts executives working in an agency.
Apart from the beneficial results derived from these formulas, business managers and productivity coaches can misuse metrics of a productivity formula. Managers and productivity coaches looking to promote employee engagement can stress on the productivity formula's optimal output, while ignoring human elements. This can result in unreasonable goals of productivity and lesser employee engagement. If such abuse of the productivity formula is left unchecked, it may lead to high turnover, but at the cost of disgruntled employees.
The productivity formula is a useful tool, if correctly applied, however it becomes detrimental to office morale and employee engagement when abused. It would not be a good approach, if a blanket policy of outrageous productivity were applied to the whole department, based on some accountants generating numbers in a dark room. A better way to apply productivity formula would be comparing measurements of past and present employee engagement individually, rather than for a group. The same formulas that are used now can be adapted for working in the new system. In this manner, there will be realistic goals, the reviewed employee is in a better position to understand metrics, and each employee engagement will rise. Employee engagement should be rewarded with positive incentives, and employee motivation should be achieved with positive reinforcement.
Productivity policies should be reviewed, and the strategies involved should be practical, and should positively apply the productivity formula. Such an approach will ensure the rise of employee engagement, which in turn will improve the productivity, and an overall improvement in the efficiency of the workplace will take place.
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