Productivity levels in South Africa are at an all time low



Productivity levels in South Africa are at an all time low!

If you are asking “how can I increase employee productivity” when most people are asking “how can I cut costs” then that’s a great sign.

A 1% increase in productivity produces more than 10 times the impact of a 1% decrease in costs. An old habit dies hard, and nowhere is this more evident than in the manner in which companies tend to approach workforce productivity, especially in the face of a challenging economy.

Relying primarily on star performers to get you through tough times or to help you meet a new challenge is no longer relevant. Companies need to consider ways of getting 100% or more productivity from as many employees as possible and this includes managers.  Human nature being what it is - when the chips are down, companies will depend on the same 20% over and over again.  

This approach is not working anymore. The challenges are too broad, too deep and too interpersonal. Companies will succeed in these tough times if they can find a way to get all hands on deck and working from the same page. That means effectively engaging, supporting, improving and empowering the other 80%. That in turn, means focusing on the right mix of strategies that will optimally influence the ability, motivation and behaviour of your workforce. The days of the 80/20 principle are gone.

Companies wanting to succeed in these difficult times need to consider effectively engaging, supporting, and improving the productivity of the entire workforce. This means focusing on the right mix of strategies that will optimally influence the ability, motivation and behaviours of all. Some of these strategies are

• Developing organisational trust

• Developing understanding (self and others)

• Open communication across all levels

• Understanding the impact of poor productivity by all

• Developing strong leaders who can address productivity issues head on

• Understanding the meaning of and how to empower employees

The right mix of strategies will include training, knowledge management, empowerment, coaching and self-directed learning. Implementing the right mix will require STRONG LEADERSHIP and OPEN COMMUNICATION at all levels 

Some proposed solutions

1. Companies need to be harsh. There needs to be some self reflection. Companies need to establish to what extent employees trust management at all levels? Lack of trust, exists in the majority of companies I deal with. Lack of trust is a cancer few managers want to acknowledge or face.  Managers live in ivory towers believing the majority of employees love them and trust them. It has never occurred to the majority of managers to try to establish the truth. Without trust their can be no loyalty and without loyalty you will never increase productivity. It is time for managers to get off their proverbial “buts” and start walking about and interacting with employees.

2. There is a need to develop a strong team orientation and focus. The non performers or non productive element need to be integrated with those who are productive. They need to become one team working towards a common goal – preferably a goal arrived at by all. This integration produces several benefits. First it will provide additional leverage for those performing at the highest levels and secondly it will give average performers the opportunity to learn in the company of top performers. This will provide daily opportunities for richer learning experiences and true empowerment.

3. There is a need to ensure individuals are in the right roles. So many people today are “square pegs in round holes” resulting in a lack of interest and motivation. The manager’s goal, in fact the company’s goal, should be putting people into roles for which they are not only competent or potentially competent, but for which they also feel a genuine passion. Addressing this sort of issue will result in superior performance. A lack of motivation in many instances stems from people being in the wrong position and/or being incapable of doing what is required of them.   

4. Employees need to be encouraged and permitted to use their initiatives. Employees need to be given some form of responsibility and permitted to take ownership of specific tasks. Employees want to be permitted to express opinions and to put ideas forward but most importantly they want to know they are listened to. In order to achieve this there is a need for employees to know and understand themselves and for managers to know their employees and also themselves.

5. The goals of the company should also be the goals of employees. This would indicate a need to communicate, a need to discuss objectives and a need to arrive at achievable goals agreed to by all. Individuals achieve what they want to achieve. Individuals achieve what they feel they were party to planning. Given the right set of supportive environments and appropriate mentoring and/or coaching many employees will achieve goals and performance beyond their own expectations.

6. Companies need to develop strong leadership prepared to focus on productivity issues. This will have to be developed by ensuring adequate training and understanding of communication, counselling and general business environment. Managers and employees alike need to be aware of the impact of poor productivity on the bottom line.

7. Managers, supervisors, trainee managers and employees must be focussed on training that will change behaviours and empower all.  By making use of “Project based learning” we can empower employees and enhance job performance, self confidence and self belief in an environment where they are permitted to make mistakes or even fail. An environment where, through coaching and mentoring, they can learn and be given an opportunity to try again. This is an aspect of empowerment so often overlooked.

There is a saying - “A rising tide raises all boats.” Decision-makers in companies need to find ways to raise the performance levels of all their workers, not just the stars. This can be achieved when managers learn to understand and appreciate the true meaning and application of empowerment strategies. This will necessitate thinking outside the box and systematically considering the structures and processes that have an impact.

© Des Squire (Managing Member)

AMSI and ASSOCIATES cc

Cell 0828009057

des@amsiandassociates.co.za

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