First off, an obvious statement: Successful teams are productive teams.

But what exactly is productivity in business and, as a manager, how do you increase productivity in your employees?

We’ll be covering these topics in the post, along with some core definitions about productivity, and then end by sharing key statistics on workplace productivity, presented in the form of coaching questions and a free infographic.

Let’s get started.

First off, here are two definitions of productivity, each with their own plusses and minuses.

[The Scientific Definition] Productivity = outputs/inputs

• The higher the outputs to the number of inputs, the more productive an employee or team

• Attributes such as efficiency, resourcefulness and teamwork all influence the level of productivity

[The People Definition] Productivity = An employee maximizing their full potential

• This definition takes into account that each person has unique contributions and differing levels of potential. Productivity then isn’t a static formula across an entire organization, but rather a competition against your best self.

• Attributes such as optimism, a growth mindset (or desire to learn and improve), challenge and belief all influence the level of productivity.

While on the surface these two definitions may appear quite different, in reality, they are two sides of the same coin. The approach you take will most likely be driven by your management style and the culture of your team or organization.

Traditional management styles have focused on task management and accountability as the primary influencers of increased productivity. This may be your approach as well.

Coaching management styles, which we believe better reflect the changing nature of worker expectations, focus on people development, including:

• Conducting assessments and soliciting feedback

• Setting goals and career development plans

• Hosting regular check-ins which focus on coaching conversations rather than just project updates (Not sure how to do this? Our Guide to Effective One on Ones will help.)

In Summary: We strongly believe you can improve productivity in the workplace by implementing a coaching culture between every manager and every employee.

This is why we created Leadr and this blog. We want to provide you with not only the people management software but also the actionable content you need to begin consistently developing your employees.

Below, we’ll share some key statistics around workplace productivity along with an infographic and some coaching tips.

How to use these statistics

Every statistic comes with a conversation prompt and an action item.

The Conversation Prompt:

We designed the conversation prompt to be the opening serve in the coaching session. Using that as a beginning, you can find out your employee's beliefs, background, and experiences around the topic mentioned in the statistic. From there, it's up to you to direct the conversation in the way you believe will most benefit your employee.

The Action Item:

Remember, great coaching involves more than just conversation. Use the action item on each card as bite-sized activities your employee can complete in a few minutes, or at most an hour, over the next week. By completing this small action step, your employee can start to practice the ideas you've just talked about. In many cases, the action item from one session may help you generate conversation at the next session.

Interested in more workplace statistics? Check out our essential collection of workplace statistics. It contains 5 infographics and 90+ statistics in areas such as productivity, engagement, onboarding, appreciation and more.

Employee Productivity Infographic [Free Download]

[Right click on the infographic and select ‘save image’ to download it for free]

89% of HR leaders agree that ongoing peer feedback and check-ins are key for successful outcomes

• Source: https://www.globoforce.com/press-releases/globoforce-shrm-human/

• Conversation Prompt: Are you getting regular, helpful feedback from your peers?

• Action Item: Get helpful feedback from one peer this week, and give actionable feedback to one peer this week. Write down what was said, when, and by whom so we can discuss it in our next session.

Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work

• Source: https://www.salesforce.com/blog/2018/02/why-equality-and-diversity-need-to-be-priorities

• Conversation Prompt: Tell me about a time that you really felt your voice was heard at work.

• Action Item: Share with me in writing one thing that you think our company could be doing better.

According to the Centers for Disease Control and Prevention (CDC), "productivity losses from missed work cost employers $225.8 billion, or $1,685 per employee, each year." By carefully planning and designing policies, managing absenteeism and its administration, and tackling the underlying causes (e.g., health issues, employee morale), an organization can significantly reduce the impact of employee absences on its bottom line.

• Source: https://www.cdc.gov/chronicdisease/resources/publications/aag/workplace-health.htm

• Conversation Prompt: Manager shares a story that begins, "I once took the day off to …"

• Action Item: Confirm with HR that you are on track to take off all your vacation days and personal days this year.

In 2017 the U.S. Department of Labor (DOL) estimated that almost 3% of an employer's workforce was absent on any given day. The high price of absenteeism affects organizations, even more, when lost productivity, morale and temporary labor costs are considered.

• Source: https://www.shrm.org/resourcesandtools/tools-and samples/toolkits/pages/managingemployeeattendance.aspx

• Conversation Prompt: Do you ever feel like skipping work? Tell me about it.

• Action Item: Do you know our policy and benefit package around personal days or mental health days along with sick days? Research and let’s discuss next week.

A SHRM strategic benefits survey found that about two-thirds (68%) of HR professionals indicated their organization offered some type of wellness program, resource or service to employees. Among these respondents, 65% reported that wellness initiatives were "somewhat effective" or "very effective" in reducing the costs of healthcare; 72% indicated they were "somewhat effective" or "very effective" in improving the overall physical health of their employees.

• Source: https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Documents/SHRM-Survey-Findings-Strategic-Benefits-Wellness-Initiatives.pdf

• Conversation Prompt: Do you have a written plan for fitness and nutrition?

• Action Item: Write down one specific action you can take this week to improve your mental or physical health. Let's discuss it during our next meeting.

Gallup polling has revealed that 99 out of 100 people say they want a more positive environment at work, and 9 out of 10 say they're more productive when they're around positive people.

• Source: https://news.gallup.com/businessjournal/12577/Be-Nice-Its-Good-for-Business.aspx

• Conversation Prompt: Why does a positive attitude matter in the workplace?

• Action Item: At our next meeting, be ready to answer these questions:

  • What are the behaviors that make you successful in your job?

  • What are behaviors do you see others exhibit that limit their success?

Ready to empower your managers with the tools they need to increase productivity at your organization?
Request a demo now.