Strategies that Can Help Increase Employee Productivity
Boosting employee productivity is one of the important human resource objectives. With highemployee productivity, an organization can realize increased productivity as well as better socialprogress. Higher productivity also ensures that the cost is reduced and increases the level of output. Boosting the level of employee productivity is important because it ensures organizational survival and guarantees […]
To start, you canBoosting employee productivity is one of the important human resource objectives. With high
employee productivity, an organization can realize increased productivity as well as better social
progress. Higher productivity also ensures that the cost is reduced and increases the level of output. Boosting the level of employee productivity is important because it ensures organizational survival and guarantees long-term success. The two human resource strategies that can help boost the level of
employee engagement are creating incentive programs and offering flexible work options.
Creating Incentive Programs
The productivity of employees
highly motivated are likely to be more productive. On the other hand, employees that are demotivated are
unlikely to be productive (Schmidt & Duenas, 2002). One thin that can help boost the level of morale in
employees is incentive programs. Every employee feels that they need to be recognized by their
employer. Employees appreciate the actions of the employers to recognize the work they undertake and
efforts geared towards achieving the goals of the company. Incentive programs help ensure that
employees are happy. Incentive programs can also help ensure that the attitude of the employees is
healthy and in so doing ensure that the productivity levels are improved.
A valued employee feels motivated to put in more effort towards achieving the set targets
Motivation also helps in ensuring that employees feel a sense of belonging and in so doing helps
employees to be loyal. The company should create incentives that help in creating a harmonious
workplace. Employees that are motivated reduce the level of absenteeism and increase the level of
dedication and commitment. Incentives are attached to employees achieving certain goals (Schmidt &
Duenas, 2002). The implication is that incentive programs work by ensuring that employees strive to
achieve the targets set. When employees reach the goals set, the company achieves a higher level of
profitability. Incentive programs also help save on costs. When employees are motivated, the cost of
hiring new employees is reduced significantly. Incentives also help reduce the level of employee turnover.
The returns on investment are high and this results in higher levels of productivity.
Creating Flexible Work Options
Employees are more productive when they feel that the work schedules favor their needs.
Flexible work schedules ensure that employees can create a sustainable work/life balance. Flexible work
options help reduce environmental stress. The employees are thus able to concentrate better and this
eliminates the distractions that can derail employee productivity (Jackson & Fransman, 2018). Flexible
work options and schedules enable employees to work from home and chose an environment that suits
their needs. Flexibility helps in ensuring that employees can plan their work schedules. It helps increase
efficiency at work and ensures that employees report increased quality of life (Jackson & Fransman,
2018). Flexibility ensures that the level of absenteeism is reduced and this helps an organization to
mobilize its human resources. Flexibility is also in line with the goal of boosting the morale of employees.
When employees feel motivated they work hard and this helps an organization to achieve its goals and
objectives.
References
Schmidt, D. E., & Duenas, G. (2002). Incentives to encourage worker-friendly organizations. Public
Personnel Management, 31(3), 293-308.
Jackson, L. T., & Fransman, E. I. (2018). Flexi work, financial well-being, work-life balance, and their
effects on subjective experiences of productivity and job satisfaction of females in an institution
of higher learning. South African Journal of Economic and Management Sciences, 21(1), 1-13.
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