As discussed in a previous post, organizational climate is the nature of a workplace, or the perception that employees have regarding their workplace. Better still, organizational climate can be defined as a set of all elements that constitute a workplace, and that influence how employees deliver at the workplace. In that post, we discussed the 9 components that constitute an excellent organizational culture, including degree of trust, management style, leadership structure among others. In this insight, we’d like to further explore another set of factors that influence employee productivity in the context of organizational climate.

Below are five of the main factors influencing employee productivity in the workplace;
  1. Organizational context
    Employee productivity is heavily oriented towards the makeup of the organization, which includes the foundation on top of which the organization was created, and includes its vision, mission and purpose, as well as contemporary factors such as its management and policies on key issues. For example, as reported by Forbes, a company whose policies are discriminatory against a particular segment of employees, or whose policies are not keen on preventing discrimination may incubate toxicity which would eventually make it hard to be productive at work. A company whose managers disregard employee recognition and appreciation can also create difficulty in employee productivity.
  2. Corporate purpose and values
    We all have that incurable (well until you find the cure) desire to want to be associated with people who bear a similar purpose and whose values align with ours. In many workplaces, it is either the employees found that the company shares their purpose and values and decided to work there, or the employees just want a job to pay the bills, whether or not their purpose and values align. This can be a huge trap because when people do not align with the purpose and agree on values of a company, they are most likely going to spend their lives resenting instead of representing the company, which is a counteractive measure in regards to employee productivity.
    Every morning reporting to such a workplace feels like an added burden, because it once again exposes the employee to the discomfort of having another day of infighting between what they do and what they stand for or feel. When company and individual employee’s purpose and values do not align, the first thing you know is broken relations, parties that cannot communicate and parties that are working against each other. There is no way this employee is going to root for the success of the company whose work causes them countless days of agony.
  3. Organizational structure
    The conundrum with organizational structure is that while it is crucial in any workplace, an incompatible structure is the beginning of the fall, yet many companies have an incompatible organizational structure, hurriedly adopted from so called successful companies, but is neither tested nor customized, hence cannot be effective. The effect of this situation is broken relations along the chain of command – among peers, managers and subordinates. Organizational structure determines how people communicate, how conflicts are resolved and even how decisions are made, meaning that organizational structure forms the backbone of relations between stakeholders in the company. Therefore, a poor or ineffective organizational structure is almost sure shot in the leg, and will definitely cripple the company faster than it could ever imagine. One can simply not talk about workplace productivity if you cannot streamline communication within the workplace, conflict resolution and decision making, which you cannot achieve without rehabilitating the organizational structure.
  4. Relationship between superior and subordinates
    Now that we have talked about how organizational structure affects employee productivity, we could dwell a little on the fact that poor or incompatible organizational structure makes it hard for subordinates to freely and professionally interact with their superiors to the general good of their employer. To encourage employee productivity, the channels of communication between employees and the management needs to be conducive to accommodate permission to include subordinates in decision making, goal setting, policy making and even performance appraisal. A friendly relationship between the management and junior employees encourages communication, thereby enabling employees to report when and where things go wrong on the ground, which helps the management to take remedial action in good time to achieve corporate goals.
  5. Physical environment
    One thing for a fact is that a person is defined as a product of the factors that make up their environment, and the physical segment of that environment constitutes a relatively huge part of that environment. Factors such as the cleanliness of a workplace, the noise level, the lighting, and even the safety of the workplace go a long way to determine how well employees can deliver within the workplace. There are certain situations within the environment that precipitate counterproductive traits. For example, experts have found a correlation between poor lighting which may cause eye-strain, fatigue, headaches, stress and accidents. On the other hand, increased and sustained noise in the workplace enhances stress levels, and decreases employees’ coordination and concentration which proliferates the risk of human errors at work. Poor safety precautions lead to avoidable accidents at work, which also reduce workplace productivity.
Employee productivity
A productive team at work.

Having critically assessed these five factors, it is, therefore, crucial for an employer to invest in finding a balance between their interests and those of their employees, in order to create a workplace that is conducive and productive.

Ask our experts any related questions and begin the journey towards employee success.

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