There are several productivity formulas to measure the amount of work completed in the available time. Companies may use the productivity formula to measure the output of employees as well as employee engagement. Managers may believe that the productivity formula provides insight into the company morale and that it can increase their employee engagement. When attempting to increase employee engagement with MTM Recognition, formulas that compare inputs, such as the time worked verses performance and output productivity; it is most useful to business owners and managers.
Productivity formulas often differ as vastly as do the office managers and productivity coaches using them. The simplest of formula is the workflow divided by time or employee hours. This formula shows the relation of work units completed at any time, and is sometimes used to measure employee engagement. This formula helps management in measurement of the efficiency of the man-hours spent by employees on the task. This formula provides insight as to how man-hours are spent as well as the employee engagement, at least to a certain extent.
Production formulas generate a lot of information for the business managers and productivity coaches. It also gives insight toward one’s employee engagement. The general intent may be the same among business managers in making use of these formulas; however, the details of the applications may differ. In differing industries, production formulas often need to be tweaked in order to provide a more accurate track of employee engagement. The formulas can be changed to provide a better fit with the needs of the productivity coach. That is to say, the productivity of welders working to manufacture automobiles will be vastly different from that of the executives working with accounts in a marketing agency.
While positive results can be gleaned from the productivity formulas, the coaches and managers often misuse the productivity formulas. When they are looking for a way to promote an idea about employee engagement, these coaches and managers might harp on the optimal numbers generated using productivity formulas and neglect the human element. Left unchecked, the abuse of the productivity formula may lead to a high turnover due to disgruntled employees.
While productivity formulas can serve as useful tools, they must be applied correctly. Otherwise, the same formulas become detrimental to office morale and employee engagement due to abuse. Managers or coaches sitting in a dark room crunching numbers with accountants to obtain an outrageous standard for productivity standard that is applied as a blanket across the entire department is often counterproductive. A more positive approach is to apply the productivity to an individual employee. The formula can measure engagement to that of his or her former work schedule. The formula may need to be adapted to work in this system. However, it allows the employee under review to gain a better understanding of personal goals, giving a more realist level so that the individual employee becomes more engaged and employee motivation increases. The more each individual employee understands his goals, the more realistic the use of the production formula and the chances that his employment engagement will increase.
Review of a company’s productivity policies should include making sure that one’s strategy involves positive use of the productivity formula. This can increase employee engagement and may add efficiency to the workplace.