GUEST POST BY : Saana Siddiqui, CEO, TYDideas
The fact that Covid-19 has had a huge impact on workplaces is beyond dispute. The period has been defined by a lot of uncertainty with regards to the functioning of an organization and work from home becoming a new normal for major corporates to limit the spread of the virus and protect their employees. The work from home culture initially raised a lot of doubts and concerns over employee productivity getting hampered. There was a constant fear that employees might slack off in work if not under surveillance 24 by 7.
Wharton Study on Employee Productivity
A recent study by Wharton university has put these concerns to rest, that the productivity across economies has remained stable and is even increasing in many organizations. The Wharton survey states that only 15% organizations had flexible work policies before the pandemic and the figure jumped to 76% during the pandemic.
Remote working has increased employee productivity as it allows the employees to be comfortable in their own environment, have family members and pets close by, absolutely zero time commuting to work and not having to get ready or dress up for work. All these things have allowed employees to focus and put in more work. The remote working environment has also given rise to a very structured work environment with timely meetings and less disruptions during work hours which would happen in an office environment and which would cause a huge drain in productivity.
7 ways HR can Improve Employee Productivity
Employees are the greatest asset in a workplace, a satisfied employee works harder, produces better and keeps the business thriving and the work of HR is to inspire and encourage them to propel the growth of the business.
Human Resources management creates ways to achieve equilibrium between employer-employee goals and needs by imparting the employees about the quintessence of their field and seeking their input regarding their job satisfaction for a better work life.
Steps for Increasing Employee Productivity.
Step 1 – Build an internal communication structure.
Organizations can begin building a strong internal communication system, they can bring in lots of new ideas of enhancing employee morale through the intranet. Organizations can also enable a online Positive Attitude turbinal, have a team who can manage , coaching – counseling or even extended family . By taking it an extra mile for their employees.
Organizations can also start building a strong virtual work place infrastructure which could include places to collaborate, share ideas and get work done. Using the company’s intranet system, internal messenger apps and videoconferencing solutions and also equipping employees by training them on how to use them can make a big difference in enabling employees to perform productively.
Many organizations like Google have introduced a lot of employee surveys to understand what was important to their employees and allowed them to assess their own productivity and leadership coaching’s when they noticed employee productivity dwindling in the early days of the pandemic. Other organizations can take note of how Google tackled the decline in employee productivity by incorporating more granular team meetings and more frequent check-ins with employees, as well as working more with employee resource groups.
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Step 2-Engage & Inspire:
According to a study by Harvard Business review, an engaged employee is 45% more productive than a merely satisfied worker. And an inspired employee — one who has a profound personal connection to their work and/or their company ― is 55% more productive than an engaged employee, or more than twice as productive as a satisfied worker. The better an organization is engaging and inspiring its employees, the better its performance.
Step 3 – Unleashing Talent
By allowing more flexi timings and letting people choose their own time and pace for work can be a great organizational enabler for them to be connected with their work, remote work will also enable organizations to build more distilled skilled employees and have them engaged in broader range of Creative endeavors that they would not have been able to do when they were physically working in the office, thereby enhancing an increase not just in the employees performance and productivity.
Thereby new Initiative and new ways of nurturing and building talent can empower rather than disempower and build high potential teams.
About Saana Siddiqui
Saana is the Co-founder & Director of TYDideas, she comes with a background in science & entrepreneurship. She joined the business at a young age of 17 & went on to take a lead role since 2012.
She has been certified in the ROI on Training Methodology from the ROI Institute and has trained under Jack Philips the creator of ROI on trainings.
At TYDideas she is in charge of Managing Finances & Operations. Saana brings with her an experience of over 10 years in Human Resource Operations & consulting & has worked across various industries.
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