How Do You Predict Productivity?
Sep 19, 2023
How do you predict productivity from your board members? From your Chief Executive Officer? From your staff? What is the board’s role in assessing productivity? Here are some tested, evidence-based approaches.
Marcus Buckingham, in his seminal work Go Put Your Strengths to Work; Six Powerful Steps to Achieve Outstanding Performance, provides some very easy yet evidence-based approaches.
I have used this survey on an annual basis in a workplace to assess progress with managers and supervisors. Just knowing that the assessment will take place leads to better focus and attention.
It was also possible to then develop trend lines for improvement on these measures.
Boards and their Chief Executive Officers and Executive Directors need to create these outcomes for effective manager-employee relations. The Board may conduct a survey with its own board members. The Board may conduct a survey with their chief officer for sure. You may encourage the use of such an instrument to develop trendlines for your assessment dashboard.
One might even conduct such a survey among staff occasionally for an overall assessment of the performance of the Chief Executive Officer.
Here are the questions. Remember, they are predictors, not actual measures of productivity, but they are based on evidence.
Share this article with your friends and colleagues!
On a five-point scale, strongly agree to strongly disagree--
- Do I know what is expected of me at work?
- Do I have the materials and equipment I need to do my work properly?
- At work do I have the opportunity to do what I do best every day?
- In the past seven days have I received recognition or praise for good work?
- Does my supervisor or someone at work seem to care about me as a person?
- Is there someone at work who encourages my development?
- At work do my opinions seem to count?
- Does the mission of my company make me feel like my work is important?
- Are my coworkers committed to doing quality work?
- Do I have a best friend at work?
For some the final one is a surprise, yet it is again an important predictor of productivity. And for employee-employee relations:
Does this person perform their work--
- In a timely manner?
- In an accurate fashion?
- In a positive, helpful manner?
- In a way that makes you feel like your opinions count?
How do you assess the predictors for productivity? How do you measure them? And ensure that there is an improvement over time.
What are your main “pain points” dealing with assessments in Human Resources?
What advice would be most helpful to you?
And we always assume that you are asking for a friend!
Get in touch. We’ll address your questions and concerns in an upcoming blog post.
Lets Get Productive!
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P.S. May I ask a tiny favour? Would you mind sharing this blog with one person? I would love it. You can post the links in your Facebook Groups, LinkedIn or even send an email.
