Every person who is serious in working always wants a good level of productivity or productivity. So, what is the meaning of productivity? Let us consider the definition of productivity according to experts. According to Smith and Wekeley, productivity is the amount of output, output or production obtained in one unit of time for input. Ghiselli and Brwon try to define the word productivity in more detail. For them, productivity can be seen from two sides, namely in terms of output that can be a measure of productivity by examining the number of results obtained and the quality that is owned. Meanwhile, the other side can be seen from the reduction in time as a measure of work productivity.
So, why are employee productivity needed? Productive employees will create maximum performance results and they will also build strong work teams, and hold fast to their work responsibilities.
Apparently There Are Several Factors That Can Kill Employee Productivity, What Are You?
In fact, productivity is hampered not only because of a slow internet connection, an outbreak of disease that makes the immune system of employees decreases, or the low focus of work owned by employees. However, we also need to pay attention to other things that might affect employee behavior and productivity. In other words, we not only find out about the background of work productivity , factors that affect work productivity, and how to increase work productivity, but we need to find out other important factors more deeply.
Reporting from the website business news daily dot com, there are 6 things that can interfere with employee productivity and we need to fix it as soon as possible. Eits! Take it easy. This article will not only reveal the inhibiting factors , but also discuss the solution together. Let us consider the following explanation.
1. Unpleasant Moods.
There are two kinds of mood categories that we mean in this case, namely, generative and degenerative. One of the main factors that inhibits employee productivity is the presence of a degenerative mood. Today, many companies have a work culture with an uncomfortable atmosphere, so this degenerative mood often arises in the minds of employees.
Some examples of factors that cause degenerative moods are distrust, hatred, cynicism, office politics, arrogance and disparaging attitudes of others. Now, if we see signs of this attitude in the office environment, don’t let this attitude run rampant until it finally affects the employee’s mood. The problem is, this kind of mood will make employee productivity decline. Employees cannot show their potential, talent and enthusiasm at work, because they feel their work environment is very negative.
The solution, managers and other management teams must unite to build a safe and comfortable work environment . They also need to have good management skills in managing the moods of employees, so that employees can feel confident and feel fully trusted.
2. Too rigid corporate bureaucracy.
Unwittingly, this also has a big part in bringing down the level of employee productivity. Unfortunately, most companies still use a very rigid bureaucratic style. Employees are forced to work within increasingly complex structures and curb their freedom of work.
These structures aim to regulate and control things to become more organized and run well. However, the reality is even more troublesome for employees. In this modern era, people are asked to think, innovate and collaborate with others and produce the best works. So, to get the maximum level of performance, companies need to change the rigid bureaucratic style to become more flexible. This is very necessary because we will never achieve a good level of productivity and performance if we always dictate every step of the employee with rigid policies, regulations and procedures.
3. Lack of Cultural Listening to Each Other.
We live in a world that needs a high level of tolerance and respect , because as humans we need to be recognized by other humans. Feelings are recognized and valued will arise when all ideas, opinions, opinions or aspirations that we have are also heard by others.
Logically, we will really appreciate the opinions that arise from our own thoughts, and of course we also want if others respect those opinions. It is true that we do not have to agree with the opinions expressed by others, but at least just listening is very meaningful.
From now on, try to build a culture of listening to others. We try to listen to our leaders, colleagues, clients, customers and business partners.
4. Too Dependent on Data and Information.
Today, we live, develop and careers in the digital era filled with skyrocketing technological developments. This condition makes most individuals really trust and depend on data and information produced by technology. We often forget that data and information will not be useful if we do not interpret them properly.
Easy access to data and information makes human resources more lazy and unmotivated to provide more performance. In fact, however, all the resources and strengths that exist in humans are still far better than technology.
The solution is to avoid changing human resources with technology as a whole. The best thing we can do is create a neat collaboration between technology and human resources, so that this collaboration can create great collaboration and innovation for the growth of our business .
5. Lack of Support for Innovation.
There are many employees who decide to leave a company because they feel they cannot innovate well in it. This is also a detrimental factor to employee productivity. Logically, how employees can provide good productivity, if their ideas are curbed and hampered by the discomfort they feel.
The solution, companies need to foster mutual respect for bright ideas that lead to new innovations. If necessary, we need to encourage the spirit of innovation within employees so that they compete with each other to create the best innovation. Innovative organizations and companies can only be formed when leaders are willing to embrace the diversity of existing ideas.
6. Lack of Value in Every Work.
In reality, there are so many employees who think that the series of tasks they do is only a burden. All of these tasks are done only to meet the values and targets of the company, but not the value of satisfaction expected by employees. Unfortunately, this condition makes the employees feel that they are trapped because they have to earn a living, support the family, prepare for life in old age after retirement, and so forth.
So, what can leaders do in this case? Leaders and all other management teams need to encourage better teamwork, listen to aspirations more often, leave behind a rigid bureaucratic style, so employees will be more enthusiastic in creating work that is consistent with their creative ideas. In this way, employees will rediscover important values in every job they complete.