Hello. My name is _________ and today we will explore key factors for improving employee productivity. Hopefully, this knowledge will provide a foundation for improving performance in your organization. Essentially, great organizations are operated by great individuals. Well-performing organizations recognize the significance of employees as their greatest assets ( Dobre, 2013) . Smart and future-oriented organizations pay close attention to the avenues through which they can enhance the productivity and performance of their workforce. Importantly, when employees are sufficiently motivated, effective, and well engaged, their productivity advances, creativity and innovation flourish, and organizational objectives are better realized ( Burton, 2012) . Generally, productivity refers to the quantification of output per unit of input. Notably, labor-productivity is acknowledged as one of the simplest and most commonly used measures of productivity. In regard to human capital, productivity is often affected by the employee’s state of mind, heart, and physical health ( Burton, 2012) . There are numerous ways of motivating employees to boost their productivity and the overall organization’s performance.
First, every organization should share a well-articulated vision to provide a clear direction and enhance inspiration for its employees ( Dobre, 2013) . Subsequently, a clear understanding of the vision helps employees to align with the direction and purpose of the organization, thus, boosting productivity. Therefore, organizational vision statements should be easy to understand. Second, organizations should set inspiring goals to enable every employee to discern clearly what is expected of them. Necessarily, goals should be definite, quantifiable, attainable, rational, and time-bound ( Robbins & Judge, 2017) . Further, employees should be actively engaged in the goal-setting process to ensure that every individual takes ownership of their goals, and comprehend the benefits that accompany achievements or otherwise. Third, every form should promote sound organizational culture to create conducive work environments. Sound organizational culture must encompass fairness, friendliness, the enthronement of merit, accountability, and honesty among other positive values that enhance great team-work, and the establishment of healthy relationships among employees ( Robbins & Judge, 2017) .
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Additionally, organizations should deploy or assign duties to their employees appropriately on the basis of their strengths ( Robbins & Judge, 2017). Furthermore, employees tend to perform better in roles that utilize their strengths naturally. Equally important, organizations should have innovative reward systems to enhance employees’ involvement through sufficient motivation. Apart from paying competitive remuneration, allowances are also recognized as an important aspect of motivating employees ( Dobre, 2013) . Hence, smart organizations ought to embrace unique but effective reward systems that are largely based on culture, and existing needs of their workforce, such as surprise bonuses, appreciation letters, performance-oriented bonuses, sponsoring holidays and family trips, awarding days off work, and sponsoring workshops and training. Organizations should also foster friendly work environments where employees feel safe, happy, inspired, accepted, and positively propelled to help in energizing their hearts and minds, thus, boosting productivity ( Dobre, 2013) . Notably, team-work and team spirit are crucial components of a friendly work environment. Organizations should also conduct team building activities that encompass ways of enabling employees to bond more effectively, and family events that promote togetherness in a fun environment. This strengthens friendships among employees, minimize conflicts, vulnerability, and foster good behavior in the work environment ( Robbins & Judge, 2017) .
Further, organizations should avoid micromanaging employees and allow them some level of liberty to make certain resolutions on their own ( Burton, 2012) . Freedom helps in enhancing service excellence and operational leadership, particularly in service firms such as restaurants, hospitals, and telecommunication firms. Equally important, since employees are not machines, organizations should not only give but also encourage annual leaves because human need some relaxing and recreation to generate great solutions and ideas ( Dobre, 2013) . Furthermore, even machinery take time off for maintenance. This motivates employees to be dedicated whenever at their workstations. In addition, organizations should stimulate new ideas by encouraging employees to actively participate in meetings or strategy forums, particularly on matters that affect their operations ( Robbins & Judge, 2017) . Also, organizations should keep employs updated on contemporary technologies since technology is currently a key catalyst of productivity and process advancements in the contemporary business arena. Therefore, employees should be updated on the current trends, including system networks, big data, data mining, simulations, robotics, and digital platforms. Besides, technology enables employees to attain much more with fewer efforts ( Robbins & Judge, 2017).
References
Burton, K. (2012). A study of motivation: How to get your employees moving. Management , 3 (2), 232-234.
Dobre, O. I. (2013). Employee motivation and organizational performance. Review of Applied Socio-Economic Research , 5 (1), 53-60.
Robbins, P. S., & Judge, A. T. (2017). Organizational behaviour (17 th Ed.). Boston: Pearson
