Increasing employee productivity
“Most people mistake movement for achievement,” Tony often says. Why is that? Being busy all the time is not the same thing as productivity. You can be very busy, yet not achieve any of your goals for the day, month or year. Productivity also isn’t about multitasking. You can juggle a hundred tasks and not complete any of them. Becoming more productive means working toward goals in the most efficient way possible.
Like everything else in life, productivity is about focus. It’s about creating a vision and letting nothing get in your way.
When it comes to employee productivity, it’s about sharing that vision and aligning your employees with their purpose. Contribution is one of the six human needs, and it’s just as vital in work as it is in life. Here’s how to increase the productivity of employees by sparking their passion and tapping into the need for contribution.
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The power of employee productivity
Some of the world’s largest and most influential companies recognize the power of productivity. Google, which employs more than 90,000 people, uses the OKR (Objectives and Key Results) system to create alignment throughout its workforce. There are various levels of OKRs, from company-wide annual goals to short-term team goals. But at its basic level, an OKR is a SMART goal.
Salesforce employs 30,000 people – and ensures they all stay productive with its V2MOM system (Vision, Values, Methods, Obstacles and Measures). It’s an app the company designed to build alignment between company goals and employee actions. Workers can track their own progress and see individual and team achievements – driving accountability and productivity.
You don’t need to create an app in order to increase employee productivity, but you do need SMART goals that are also driven by a deeper purpose. You need Tony’s Rapid Planning Method (RPM). It starts with the result, then examines the powerful purpose behind your objectives before creating your massive action plan.
How to increase the productivity of employees
“Focus on outcomes, not on activities,” Tony says. When considering employee productivity, the very first question you must ask is “What’s my result?” You have to know exactly what it is you want from your employees before you can measure whether they are achieving it. RPM could also be called the Results Planning Method, because the clearer you are about what you want, the faster you can get there.
The second part of RPM is purpose: “Why do I want it?” Tony says, “80% of success is why, 20% is how. Get a big enough why, and people will figure out how to do it. So you better know your why.” Purpose is the emotional fuel that keeps employees going. Knowing their purpose will help them get motivated and make a huge difference in employee productivity.
The very last question is “How do I achieve this?” Every outcome will have multiple “hows” you can use to get there, so take this advice from Tony: “Brainstorm all the hows you can think of, then narrow it down to the 20% that will get the most results.” This is how you create a massive action plan (MAP). MAPs aren’t to-do lists; they’re visions – for your day, your month and your year. They replace lists of tasks with the most productive objectives and maximize your employees’ time.
Take it from Tony: “If you teach your whole company to do this, your company will go to levels you can’t even imagine, because everyone will maximize their productivity.”
Do you need employee productivity trackers?
It is important not to get so stuck on performance metrics that you miss other factors that also affect your business. But done right, tracking productivity – and rewarding employees for a job well done – motivates them to achieve even more and become more efficient.
Measuring employee productivity allows you to give feedback that you can back up with facts – making it more objective and goal-oriented. It helps you set expectations and focus on each employee as an individual, two essential parts of building trust in the workplace. Most employees welcome feedback presented in this way. They want to become better at their jobs and fulfill their need for contribution.
Tracking productivity isn’t only about identifying areas that need improvement. It also allows you to reward employees for a job well done – and celebrating success is another aspect of creating a company culture of innovation and productivity.
How to measure the productivity of employees
The OKR system that Google and other large tech companies use and the Salesforce V2MOM app both have built-in employee productivity trackers. Small business owners must create their own performance metrics using the chunking method.
Break your work down into smaller tasks. In order to complete a project or assignment, what do your employees need to do? Assign each smaller task an average time it takes to complete. This not only allows you to measure the productivity of employees, but also allows you to better delegate work, a key component of leadership.
You can also use simple formulas to calculate whether your employee productivity is improving over time. The most basic formula is total output / total input = productivity. Take the amount of money your company generated over a set period of time and divide it by the total number of hours worked to get your labor productivity. For example, if you generated $100,000 worth of goods or services using 2,000 hours of labor, your productivity is $50 per hour of work. If this number goes up, your productivity is increasing.
RPM isn’t just for employee productivity. It’s a life tool that anyone can use to maximize their achievements. Get even more information on how to increase the productivity of employees – and your own personal productivity – in the RPM Life Management System.
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Learn how to increase employee productivity with Tony Robbins’ 7 Forces of Business Mastery free content series.