May 27 2021

The year 2020 completely changed the way organizations function and has seen a surge in the number of layoffs and demotions. As a result, employees’ roles changed as they had to absorb their colleagues’ work and manage operations on a bigger level. With these drastic changes in effect, it was anticipated that productivity would be impacted on a higher scale as Employees possibly couldn’t keep up with their usual rigor.

However, the research data states the opposite! Around 80% of the employers found that their employee productivity almost remained the same or rather increased during the pandemic. Regardless of whether they’re working onsite or remotely, employees showed a commendable balance of productivity and adapted well to the changing work scenario.

In fact, many employees admitted that the changes helped them multitask, and think creatively to maintain an ethical workflow.

Here are five ways in which HR’s can fuel this ongoing momentum to ensure that employees continue to work with such enthusiasm and their productivity keeps moving in the right direction.

Formulate a Clear Communication Approach

It’s no wonder, the remote work culture has limited the options to stay visible and accountable. And yet, only a few organizations have a clear visibility strategy that enables employees to communicate and report effectively.

To set up an effective strategy for communication by using the following techniques:

  • Ensure a transparent workflow between teams to correlate and collaborate as and when required.
  • Encourage the team to provide regular or daily updates on tasks and deliverables so as to track their progress.
  • Timely checkup on employees to understand their pain points and provide with a viable solution.

Keep Meetings Short

“Time is Money”, this must be the motto of all remote workplaces, provided the challenges are more, and resources are limited. And yet, many managers continue to spend longer durations on meetings and check ins. Instead of having long 1-2 hours meetings every week or so, have 2-3 quick 10-15 minutes meetings to have an understanding about task progress and updates.

Minimize Dependencies in Approvals and Follow ups

Often times, the task flow and progress of an employee gets delayed because of an underlying dependency on another employee. As a result, this hampers the overall productivity of the team. To address this problem, have a more transparent workflow wherein every employee would have access to more information, without having to rely on other employees for approval or access.

Additionally, managers must take stringent steps to identify the loose ends in their entire workflow, i.e. the processes, procedures and people who slow their progress and take strict measures to eliminate them.

Provide Job & Career Specific Trainings

With the kickstart of the “work-from-home culture” in 2020, the focus was mostly on training employees on how they can work effectively from home. To move forward, HRs must focus on offering training specific to job roles and career goals to their employees.

A proper knowledge about internal softwares and communication tools must be provided to ensure that employees are well-versed with the tools and embrace the digital culture. Apart from that, offer soft-skill training to employees including verbal communication skills, email etiquettes, etc to help them handle tough situations well single handedly.

Additionally, provide them with the right technology to operate and conduct business. For example, for remote employees, the right technology would be a high-speed broadband connection, or employee collaboration tools where they could work and correlate with coworkers.

Help Employees Balance Time and Work-life

In order to maintain a steady level of productivity, it also needs to be taken into account that the employees aren’t overburdened and at the expense of their well-being. It is very crucial to maintain work life balance and it is HRs’ and front-line managers’ duty to ensure that their employees are taking day-offs and sick leaves as and when required. Or else, it might lead to an extreme burnout and can hamper productivity at work.

The correct approach would be to encourage the high-performing employees to take ample breaks to recharge and de-stress. On the other hand, help the underperforming employees identify their problem areas and encourage them to utilize their time wisely.

To Sum it up

HR’s can still steer the productivity of their employees through different means even in the remote work culture. All it takes is a clear understanding of the current productivity levels of their team and identify the processes that hamper their growth.

To assist HRs and front-line managers fuel Employee Productivity amid the pandemic, Bizex is a performance management tool that helps in managing Employees’ data in a real-time environment and create a positive work-life balance focusing on curated performance and skills enhancement activities.

Bizex helps managers keep track of Employee Attendance with its geo-tag based system and allow admins to create goals specific to the designation and roles of an employee in the organization.