Monday Morning Team Productivity Improvements

Monday Morning Team Productivity Improvements

All companies want to improve employee productivity, as this gives competitive advantage and contributes to overall profitability, but managers rarely look at operational practices to see what impact they have on morale and output.

Particularly naive managers assume that staff are focused and motivated but the reality of the situation is that a significantly large number of operational staff are disengaged and highly likely not to be working at full productive capacity. This situation has to be challenged in favour of a more committed and output-orientated staffing contingent.

Try the following ideas to get your team into a more productive mind set.

  1. Look carefully and systematically at the reward systems that you are operating with. We would all agree that money is not a major motivational force for staff but it is important, especially if production and lower managerial levels of employees are not treated equitably with the reward packages for senior managers. Align rewards packages to output but make sure that this is done fairly.
  2. Give meaningful and specific feedback on performance. This is a basic managerial skill – the ability to provide regular, helpful feedback to employees in a manner that encourages, not discourages, is a cornerstone of effective management.  Temper this with some negative feedback which is designed to improve performance and focus upon delivering a clear and balanced message.
  3. Show that you respect your staff. Respect employees as individuals, in addition to the job they do.  Respect encourages staff to deliver more than just the baseline of their job which directly pushes forward greater productivity and organisational growth.
  4. Is your Training relevant, well-designed and delivered? Is your management training a balance between the needs of senior management and the critically important areas of middle managers and team leaders? Are there opportunities for aspiring team leaders who are not yet in that role to experience relevant, progression-orientated training?
  5. Give support when it is needed. Providing resources and information are important as is support in times of need for an individual. Support offered and delivered is very rarely forgotten by staff.
  6. Identify where praise and recognition are warranted and make this very clear. Being recognised for achievements costs very little but has a major impact upon output, commitment and motivation.
  7. Be a positive role model that makes your staff proud to be part of the organisation. Does your behaviour inspire others around you? Remember that managers are always being watched by their staff and quickly form opinions that may take huge amounts of effort to change once formed in the minds of staff. Bad managerial behaviour is a major cause of demotivated staff.

To help boost productivity, employee engagement matters and we would all prefer to be a part of an organisation where we are committed to what is going on, rather than just with an organisation just to earn a wage.

Maintaining a consistent management approach that motivates and encourages staff is a key part of an effective and efficient organisation where gains in productivity are to be made.

Good Luck!

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