Top 15 ways HR Managers Can Increase Employee Productivity in the Workplace

The burden of increasing productivity cannot be carried by employees themselves. Businesses need to provide employees with the tools to improve their performance and tackle everyday workplace concerns, specific or mundane. HR departments are the perfect go-between for employers and employees to raise and resolve productivity issues. Especially with new business formats and strategies, HR departments are in a better position to discern challenges and device useful solutions by relative observation combined with researched data. Profound theories for development are well in reach with target strategies and use of technologies to boost workplace productivity.

Here are 15 ways HR Managers can increase employee productivity in the workplace:

1. Setting right expectations at the time of Onboarding

Ensure that the employee onboarding experience encompasses the complete range of expectations from the company’s perspective, apart from providing the essential details, such as policies and procedures. Proper co-ordination with department heads is required for transfer of relevant and updated information. Employees need to acknowledge the responsibilities that lie ahead and the consequences of non-adherence. 

Being transparent with verbal and written communication is essential, and having an open dialogue is effective, solving any concerns presented by the new hire. Incorporate innovative events and fun activities as part of the onboarding experience. Engage the attention of new hires and provide them a sneak peek into their future with the company. Ideally, companies should have their own perspective that suits their business attributes and working style. 

2. Review HR Strategies from time-to-time to increase employee productivity

Understanding the core purpose of the HR or Talent Management strategy is important. The planning phase recognizes distinct features that are systematically included based on management considerations, partnerships, technology capabilities, procurement functions and supply chain activities. Over time, some strategic points become redundant and should be reconsidered and replaced, if required. For instance, the cumulative skill requirements could change based on the business direction or opportunities in the market.

3. Acknowledge employee training needs

This is a critical requirement for businesses in dynamic sectors and also for those who plan to implement new technology systems or upgrade existing units. Training establishes an employer’s key requirements, and employees are able to gauge productivity expectations to a good extent. Regular knowledge sharing can be facilitated by HR managers through employee help portals or discussion panels. The time allotted for training should be pre-determined and contents defined in order to avoid problems with regular workflow. To cope with busy schedules, online training tools and classes prove valuable. A good learning culture will essentially transform productivity levels.

4. Provide employees with essential tools and technologies to improve performance

Don’t be too stringent with the budget when it comes to work-related tools and equipment. HR managers can have an open discussion with decision-makers to speed-up the process of new technological implementations. Based on the industry of operation, some equipment specifications will be mandated. Think beyond this framework for optimum employee productivity and to infuse proactive measures for a competitive advantage. 

5. Implement Task Management Solutions for an unbiased view of individual productivity

Systematic delegation of tasks is an important function to consider when we speak about improving productivity. Matching employee skill to tasks is essential for achieving desired productivity standards. Apart from delegation, using Task Management Tools helps team heads prioritize and organize their goals. Notifications, reminders and updates work to get the job done within the allotted time. Changes in workplace conditions due to COVID-19 also require flexible solutions. Furthermore, performance statistics are available for perusal by management and employees, leading to assessment of performance levels without human bias.

6. Offer timely support when dealing with employee concerns

Showcase HR problem-solving skills without delay when employees approach with problems. Employees need to know that they are well-heard and understood when they raise a valid concern. Regard the situation from multiple perspectives to provide useful solutions for easing the situation. In case negative response needs to be communicated to an employee, remain transparent and provide well-founded reasons.

7. Include rewards and benefits to increase productivity

Even as job seeking has become a challenge, retaining talented individuals is also a mounting concern for HR departments across the globe. Having a healthy rewards program in place is a must to make sure employees are recognized for their efforts, allowing them to feel the deserved sense of achievement. Apart from mandated benefits, Dental Care Plans, Debt Assistance, Financial Perks and Flexible Working Hours are some other useful ones that can be considered by HR teams to solidify relationship with employees.

8.Discuss Project and Task Management systems with team/project managers

Since complex project details and strict timeline pressures are handled with the use of Project Management Solutions, HR managers should collaborate with team managers for specifications, seamless integration and feature essentials. Projects normally carried out by the business or those relating to specific teams are handled differently. It also depends on the industry type, supply chain requisites and expected automation level. Trello, Quire and Teamwork are some of the popular solutions in the market.

9. Encourage Digital Collaboration Tools to enhance communication

Digital tools available online are being enhanced consistently to support communication and collaborative needs in today’s business scenario. Given the global business set-up, remote access requirements and most recently, increase in work-at-home cultures, tools such as Skype and Google Hangouts offer useful features. They avoid confusion that are normally caused by problems manifesting from smaller instances, such as miscommunication, delay in transfer of information and technical errors. 

10. Concentrate on collecting valuable information on the effectiveness of policies and strategies

Organize one-on-one discussion sessions on a fairly regular basis to collect employee and management feedback to determine job satisfaction, along with motivating and de-motivating factors in the workplace. Make sure the HR team covers the range of departments and roles within the organization and records these findings on a systematic platform. In this way, evaluation will be based on a good foundation and constructive solutions can be derived, helping policy decisions as well.    

11. Look for an Absence and Leave Management solution to streamline record handling

Proper employee record management and handling of leaves will reduce the number of disputes and prompt advance leave planning. Employee allocation for projects is managed well, and absentee levels will be controlled with the use of an Absence and Leave Management Solution, thereby improving collective productivity. It is a practical method for medium-to-large size companies, wherein they can track performance effectively.

12. Think about innovative employee engagement activities

Employees should feel a connection with the organization, given the amount of time they spend at the office and perform their duties. Employee engagement can be ensured by conducting team-bonding exercises and organizing team outings. Other than that, mentorship programs and fun-filled activities during holiday seasons will keep the motivation level high. HR managers can play around with creative ideas based on particular work-related activities and responsibilities.

13. Make sure employees are comfortable with the physical working conditions and Look around the office space to note any distractions

Among the 15 ways HR Managers can increase employee productivity, this is one of the most important. Sometimes, HR managers remain unaware about problems with general workplace conditions, because employee complaints do not reach them, unless official issues are raised. Being ignorant about these can only lead to disgruntled employees and lack of focus on core objectives and tasks at hand. Things such as overall cleanliness, maintenance of a comfortable temperature and lighting, provision of refreshments and good seating arrangements play a significant role in building employee morale, collectively contributing to their concentration and comfort levels.

Apart from acceptable personalization of the office space, other distractions should be avoided. Determine strict policies for use of mobile phones and other electronics in the workplace. Apart from this, blocking access to distracting websites on office computers and laptops will increase productivity. This requires informed recommendations though, as work-related research should not be hindered. 

14. Use travel to your advantage

Travel will enhance employee engagement with the organization. There are quite a few ways for HR managers to leverage travel to increase employee productivity. It can be offered as incentive for a job well done or it can be included in the job profile to attract suitable candidates who are also enthusiastic about aligned business travel opportunities. Other suitable options for larger organizations are paid vacations or tie-ups with travel agencies for discounted services. Since they call for a hefty budget, smaller organizations may not find these options feasible. 

15.Ensure employee happiness

Although this may seem like a trivial matter in comparison to business activities and productivity ratios being chased, do not make the mistake of underestimating the influence of happiness levels on employee productivity. Employees will be more accepting of strict rules and schedules when they feel happy and content with their general working environment. Also, not all employees will be fluent with technology tools, so make sure the systems in place are user-friendly. HR managers can co-ordinate with relevant department heads to assess conditions.

In conclusion,

As we can see, HR teams can bring to light innovative theories to increase employee productivity and implementing some well-derived and researched strategies. What’s more is that technology can be used to its maximum advantage for determining productivity scales and employee performance accurately.

When we look at the 15 ways HR managers can increase employee productivity, we can surmise the importance of nurturing talent within the organization. It is a continuous process and requires critical thinking and organizing skills to unravel the right mix of solutions.