Possible Solutions for Low Productivity

3-5 Minutes to Read

Exploring Motivation as a Possible Solution for Low Productivity

One of the biggest problems most managers face is keeping their employees motivated and productive. This is even more of a challenge in the manufacturing industry because the workforce is required to do the same monotonous tasks every day to ensure that a specific product is made. But what motivates your team members to do what they do each day, and what steps do you take as an organization to ensure they remain in the right mindset to be productive?

No matter what an organization does, there is a good chance its employees will have a varying idea of what encourages them to work and their willingness to do so. For this reason, it is essential to have programs and incentives in place that induce team members to act and channel their energies into doing an excellent job and eliminate low productivity at the same time. Fortunately, reducing low productivity is easy when the proper research is completed, and the best systems are implemented.

How Can Motivation Help Reduce Low Productivity?

Every organization strives to obtain constant progress and growth; however, this is not possible if the workforce is not committed to the same values and goals as the management members are. As you might imagine, this makes fixing this viewpoint through programs like counseling, incentivization, and recognition more important than ever to maintain employee buy-in and ensure that established goals are consistently achieved. Although, many organizations do not take this step until productivity levels are already a problem.

Workers will often leave a position if they are not motivated enough. Often, one of the tell-tale signs that an employee is nearing a turnover point is that their productivity levels drop substantially. In many cases, these employees are simply looking for motivation or encouragement to continue to provide high levels of service to the company. Some of the things they may be looking for might include a promotion, increased salary or wages, bonuses, or other recognition or incentivization. Discerning this and taking action is vital for instilling motivation again.

Motivation continuously influences the actions and decision-making ability of modern employees. The more motivated a workforce is, the more likely they will achieve internal goals within a designated period. Some of the best ways to deal with low productivity are to develop a company motto, commit to established goals publicly, and encourage team members to continue to inspire each other. With these systems in place, dealing with low productivity can become much easier at a management level.

Grateful boss handshaking employee congratulating with job promotion

If you are struggling to increase productivity among your team members, Certified Source is here to help. Through our innovative performance-based staffing approach, manufacturers can cycle employees through various, monotonous jobs to ensure they remain focused and influential within the organization. This helps eliminate burnout and ensures that employees continue to work toward a common goal. Remember, motivation and productivity cannot exist without one another. To remain effective, businesses must ensure that motivation and productivity should be made a priority.

Risk Management as a Possible Solution for Low Productivity

Risk management programs are essential for any business that wants to successfully navigate their industry – whether dealing with natural changes or market risks that directly affect the business. For manufacturers, the most considerable risk is the volatility of material costs and the mounting supply chain issues we face now. However, risk management goes far beyond just these issues and looks at productivity levels as a potential source of problems. While the financial costs of maintaining an engaged and effective workforce may be apparent, the total impact of low productivity may not immediately be visible to the typical person.

Increased globalization and advancing technology have offered countless new opportunities. However, these changes can be potentially disruptive or bring unknown risks. Taking steps to remain competitive means taking full advantage of new developments while ensuring that team members have the motivation and resources to stay productive. But how does risk management fit into the equation, and what facets of risk management are most important to manufacturers?

How Can Risk Management Improve Low Productivity

Risk management is focused on taking control of any factors that directly drive profitability for your business. This is a continual effort that requires a company to identify risks and mitigate them whenever possible. Although, it is essential to understand that mitigating risks does not mean preventing them in full. Instead, think of risk management as preparing strategies to minimize negative impacts on the business and implementing them appropriately. When looking at low productivity, there are a few key ways risk management can be an effective solution for ramping up team efforts.

Since most manufacturers rely on specialized labor, there is a good chance that their team members are at the forefront of their risk management strategy already. If injuries become rampant, this can lead to inaccurate headcounts and low morale – a problem that contributes directly to low productivity. Being mindful of employee-related risks and training new employees to identify and avoid potential risks is imperative for a thriving work environment that functions autonomously. Even better, this can help eliminate potential lawsuits that arise from terminations or other general workplace issues.

To get started, it is vital to perform a risk audit that provides a complete assessment of how your organization is at risk. While focusing on low productivity is crucial for the point of this article, you might also want to look at your supply chain, finances, or other factors that could negatively impact your facilities. If you are struggling to see what risks are present, it may be beneficial to reach out to a third party that can take an unbiased look at your risks, determine where they come from, and analyze how they may evolve over time.

checking agreement document before signing it
checking agreement document before signing it

Once a risk audit is completed, steps can be taken to mitigate those risks and restore the things that are negatively impacting productivity. As a provider of performance-based staffing in Oklahoma, we help manufacturers identify the top candidates for their positions based on their skills and experience. We also ensure that they will not contribute to outstanding or potential risks. If you are interested in learning how we can help improve low productivity in your facilities, please contact us or find your nearest location.

Exploring Setting, Tracking, and Monitoring Quality and Productivity as a Possible Solution for Low Productivity

Many manufacturing facilities have taken the time to set internal productivity goals, but how often are they evaluated to determine what issues are occurring? Low productivity can quickly destroy any internal goals a facility may have. Not setting goals, tracking them regularly, and monitoring productivity levels is one of the quickest ways to fall behind.

While we know that goal setting is crucial in the manufacturing industry, it is vital to ensure that all outlined goals are methodical and attainable. These should be clear key performance indicators (KPIs) essential to the overall business instead of vague, inspirational goals that make employees feel more accomplished. Established goals should foster purpose during the manufacturing process and once a production run is complete.

How Can Setting, Tracking, and Monitoring Quality and Productivity Goals Eliminate Low Productivity?

One of the most significant benefits of establishing goals is that a facility will now have a “litmus test” to gauge employee productivity. For instance, goals could include a certain number of completed products within two hours. Or it could even be as simple as ensuring that the team member is actively at their station continuously without inattentiveness. The key is to determine what quality and productivity goals make the most sense and ensure they are within reach for the responsible internal teams. Low productivity may also lead to an unsafe environment that increases the likelihood of injury.

businessman work on laptop online in office

SMART goals have become increasingly popular in recent years because they provide a valuable framework for increasing productivity. As an acronym, SMART encompasses five individual parts: Specific, Measurable, Achievable, Relevant, and Time-Bound. By sticking to these parameters, goals will always be realistic and objective. When subjectivity is introduced into the process, team members with differing perspectives will potentially use that to explore what they can reasonably change.

When setting quality and productivity goals to minimize low productivity, one final thing to keep in mind is ensuring the entire team is working toward one clear objective. This can help employees understand their unique role in the process and easily make departments at all levels feel like they are a part of something greater. Without everyone working together, it can be hard to ensure accountability, and you don’t want your entire team to fail due to the inactivity of just a few.

Goals achievement and business success

If you are struggling to source local talent that can help you achieve your productivity goals, the performance-based staffing professionals at Certified Source are here to help. We work with many of the top manufacturers in Oklahoma and can help address your staffing issues. If you are interested in learning more, please find your nearest location, and one of our team members will be happy to assist you!

Exploring Developing Quality Teams as a Possible Solution for Low Productivity

It has been said that a team is only as strong as its weakest link. This can also be translated into the workforce by considering that a team is only as productive as its least productive member. However, people are not robots and should not be treated merely as a workhorse. When employees are invested in and consider themselves quality team members, productivity and top-notch work are sure to follow.

If you desire to increase the productivity of your team, consider investing in them in a way that encourages people to do their personal best. Several factors may lead to low productivity, but one thing is certain – developing a quality team with a positive culture will undoubtedly lead to more content employees and, therefore, increase effort and productivity.

How Can the Development of Quality Teams Eliminate Low Productivity?

There are several factors to consider when developing a quality team. First, allow team members to see the bigger picture than just simply their designated job. When employees can see how their individual work contributes to the company’s overall success, they are much more likely to feel like an important part of the team. Specifically, key performance indicators (or KPIs) can be helpful for each employee to identify and measure how they contribute to the big picture.

Quality teams are also established when managers and supervisors communicate their expectations and evaluations. Productivity can be low when employees are not supervised well, but also when they are micromanaged. If employees feel like they communicate with their managers, they are more likely to put effort into their job. Not only is it essential for managers to communicate with their employees, but also for employees to feel like they have a direct line of communication for their comments and challenges. Whether this is through human resources, a specific chain of communication, or individual reviews, it is imperative that employees feel like they have a voice if they want productivity to grow.

Other components of quality teams that can increase productivity are consistency, delegation, and proper behavior. When groups do not utilize consistent processes or constantly change their procedures, employees are much more likely to seek it out from a different job. Another reason employees may tune out or even seek employment elsewhere is a lack of delegation. When tasks aren’t delegated well, there tends to be an imbalance of responsibility.

Employees may become disengaged and bored or overwhelmed and burnt out. In addition, one of the top reasons that employees may leave a team is due to inappropriate behavior. Whether this is from violating company policies or continuously coming into work late, or leaving early, employees that do not abide by expected company behavior add to the stress of a team. When a team does not feel safe or welcomed, it is challenging to encourage productivity.

A group of business people partners during a set team meeting in the modern office
A group of business people partners during a set team meeting in the modern office

Managers can encourage team camaraderie and productivity by pouring into the team culture. By creating a place of work that engages employees, puts value on teamwork, and is consistent in the integration of values, employees are much more likely to be invested in their job and the team. Time and time again, employees rank communication as the most critical characteristic of a successful team. When expectations are communicated clearly, and acknowledgment of a job well done is communicated, there is less room for laziness or a lack of productivity.

Establishing a positive team environment is no easy feat. It takes time, direction, focus, and a lot of humility. However, if you can establish a positive team culture from the start and then recruit people to the team who echo these values, you will be amazed at what can be accomplished.

Certified Source is ready and eager to help support your positive culture-building and business needs. We have performance-based staffing programs that allow qualified candidates to obtain the needed training to fill your staffing vacancies. Our programs promote positive impacts, high-quality work, and goal-oriented employees. Find your nearest location and let our staffing experts connect you with top talent that can help meet your goals.

Enforcement of Attendance and Written Warning Polices as a Possible Solution for Low Productivity

Although there are many reasons a person may miss work, unplanned time off can negatively impact a company. Most of the time, people are communicative and plan to miss work for vacations or personal days. When missed days are planned, it is relatively easy to find coverage or rearrange current systems to meet production needs.

While unexpected things happen and work needs to be missed with little or no warning, the truth is that it can directly impact productivity. In turn, this affects the experience of other employees and ultimately can reduce profits.

Developing a system for attendance expectations can be a beneficial approach to take for your company. Not only will it help streamline processes, but it can also help reduce low productivity. If absenteeism continues to be a problem in your organization, you may also benefit from utilizing written warning policies.

team working in the office

How Can the Enforcement of Attendance and Written Warning Policies Eliminate Low Productivity?

The Bureau of Labor Statistics did a study that showed the absence rate of full-time employees around 2.9%. This has likely grown since the pandemic, but new data isn't available. Regardless, the effects of absenteeism can be large enough that organizations should be mindful of how it affects individuals and teams. Additionally, it is helpful to understand the impact it can have on the performance and productivity of organizations.

Being absent frequently can quickly affect individual productivity. In simple terms, when someone works less, there is a chance that their productivity will be lessened, but that can have a chain reaction to impact a larger team or the entire organization. The truth is that there are many reasons a person may be absent more frequently than usual.

Sure, there are common reasons for illness or paid time off. It may be helpful, however, for an employer to look further into a root cause. Burnout has become a big reason people miss a lot of work. Disengagement and a need for special accommodations can also be causes of missing work. Caring for a loved one, such as a child or an aging parent, can make missed days quickly add up.

Smiling businesswoman taking interview of a job applicant

Rather than jumping to conclusions, it is crucial first to have a conversation with an employee who is missing work frequently or showing obvious signs of low productivity. While some people can accomplish their work goals quickly, others who may be there more frequently may still have low engagement and production. Talking candidly to an employee is the first step toward maximizing productivity.

Documenting these conversations in case a trail is needed later is wise. Similarly, you may find it necessary to issue a warning. Doing this in written form allows the person receiving the written warning to understand where the discrepancy lies clearly and allows the person giving the warning to cover their bases. If needed, an in-person conversation can follow. It is wise, however, to document this as well to avoid any "he said, she said" situations. By using written warnings, there can be clear documentation of what expectation was missed and what needs to be done to rectify the problem moving forward.

Serious businessman explaining data to his colleague at meeting

It is important to have an attendance policy to increase employees' presence at work. There will always be exceptions to be navigated, of course. But, on the whole, having a clear policy enforced similarly across the board is a helpful way to encourage employees to meet the company's expectations. Some companies also find value in using tracking software, attendance software, incentive programs, or accountability processes.

When employees feel respected in the time off they need, and employers feel equally respected in being told about absences as quickly as possible, everyone can thrive. You will see your company's productivity rise by establishing company-wide absence protocols, creating a streamlined process of discussing absences, and being consistent with written warnings.

Certified Source can help you identify areas in your company attendance policies that can be enhanced. Additionally, we can help connect the best recruits in your area to employees looking to hire. Our performance-based staffing programs place qualified candidates in the employ of top-notch companies. Ahead of time, we also provide training so that candidates arrive to the first day of work feeling confident and ready to take on any challenge.

Give Certified Source a call today for your hiring or business impact needs. We are happy to help partner you with a qualified team member who will quickly and efficiently help you find solutions. We look forward to partnering with you!