These days, employees are spending more and more time at the office—certainly exceeding the typical hour work week.
Service organizations, manufacturing, high tech, even non-profit charities share the need to do more with less. Those who have ignored it are no longer competitive or possibly no longer in existence. Utilizing an employee survey can help you maximize productivity in your organization. The equipment you use, the way you process your materials, the number of errors produced by the system, the pattern of workflow — provide the overall constraints of the relative efficiency or inefficiency of the system.
Of the factors inside your organization, which ones affect productivity? Case Study Our client had invested in new equipment and better procedures to improve the production process and had seen gains in productivity.
However, since employees also affect productivity, the goal of this study was to identify the factors that influence productivity that are beyond the production process. If this employee survey research could identify the organizational factors affecting productivity, the company could maximize the contribution of its employees — thus, getting a better return on its investment.
The company has a good balance of both white-collar and blue-collar employees. Thus, the survey results are not unique to white-collar or blue-collar employees. This analysis was part of a larger study whose goal is to support an overall process of continuous improvement.
How did we measure productivity? This project included the entire organization, so no simple behavioral measure could be used like the number of units per hour.
Instead, participants responded to a cluster of survey questions that asked about their typical level of productivity high to lowas well as questions that asked about how productive they thought they could be.
The more they agreed that they were both productive and as productive as they could be — the more the total score indicated they were making good use of their current system and technology. Note that this measure stresses the effective use of what you have. It does not estimate what might be gained through alternative production methods.
Can we trust the results of such a measure?
The measure passed quality control tests of validity and reliability. It also correlated well with physical measures of employee productivity in previous projects. The combined evidence suggested the employee survey results could be trusted. Planning The root cause analysis of the employee survey data identified planning as the factor that most strongly affected productivity.
Workgroups that had adequate planning for their needs were more productive.
HOW TO INCREASE JOB SATISFACTION –THE PRIDE SYSTEM. 7 Simple Ways to Increase Employee Satisfaction. Nolan Gray March 28, Here are seven simple ways to inspire employees and increase employee satisfaction: 1.
This allows you to improve, tweak and monitor satisfaction levels to reduce turnover and save the company money. Organization development (OD) is the study of successful organizational change and performance.
OD emerged from human relations studies in the s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation. many different approaches and methods available in the marketplace to improve processes.
The methodology used in this publication contains steps and practices that are common to many of those continual improvement strategies. Onboarding boosts employee productivity, engagement and job satisfaction keeping your business running like clockwork.
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