Employee Productivity Benchmarks

Oliver Bennett
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  • Business

Employee Productivity Benchmarks explores how modern teams measure what actually matters at work. From setting fair productivity benchmarks to building trust without micromanaging, we dig into practical ideas on performance, leadership, and the tools that help teams do their best work.

Episodes

  1. Oct 21

    How to Monitor Your Employees Without Micromanaging Them

    You took a break to read a document your boss sent over, but then you’re told you were inactive for 12 minutes. You’re thinking of a reason not to get in trouble now, other than that you’re not on a break. These are the kinds of situations which come from micromanaging employees. Managers need to know their employees are working, but tracking a mouse can only get you so far. The main issue is finding out what your employees are doing without making them feel like you don’t trust them to do their job. Focus on Results A hard worker is not always someone who is always on the clock. It’s easy to see which employee is always sending emails or talking to colleagues, but those workers may be putting in the time without actually getting anything done. Set a standard for what makes a good worker: not hours put in, but results. A worker putting in six hours of focused work can get more done than another who puts in eight hours of distracted work. When defining a good worker, set standards like quality sales instead of the quantity of phone calls. Set Realistic Expectations You can’t measure expectations without a standard to measure against. With realistic expectations of what each worker can do based on their experience and position, you can then determine what each worker should be able to produce. This is where employee productivity benchmarks come in as a guide. What you can expect from one worker may not be the same as another. This is okay as long as everyone has their own standard to meet. Utilise Monitoring Tools An employee monitoring tool can help you understand how an employee moves through their tasks, or whether the workload is manageable for everyone. Depending on the monitoring tool used, you can likely see progress on a work task or project. Although these tools can show what is being done, they don’t say much about what is being done effectively or not. Some people may work more efficiently without anyone knowing. Screenshots captured every few minutes don’t tell you whether someone is wasting time. Explain What Is Being Monitored Few things turn employees off as fast as knowing someone is monitoring them. Let employees know what you are seeing along with how it ties into their job. Explain if you are following the progress of a project. This can also open a dialogue for employees to ask the role of monitoring. It does have to be done through sneaky methods like screenshots. It is much easier to explain to employees why monitoring logs are crucial. Ensure everything you do follows all labour laws. Employees Should Have Some Leeway Monitoring techniques should support steady productivity instead of making employees dread coming back to the office. Review performance regularly while also checking in privately. The best managers do not need to know what everyone else is doing if they are meeting expectations. Monitoring becomes effective when you do not need to watch employees constantly. Focus on ensuring the team has clear priorities along with the tools to meet them.

    How to Monitor Your Employees Without Micromanaging Them
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Employee Productivity Benchmarks explores how modern teams measure what actually matters at work. From setting fair productivity benchmarks to building trust without micromanaging, we dig into practical ideas on performance, leadership, and the tools that help teams do their best work.

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