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How To Measure Productivity At Workplace

To measure performance of any organization we always want to make sure that you including all of your employees should be as productive as possible.

To make the workplace productive, the employees who are an important asset of every organization should be productive then and then only more output you fetch and more output means more you grow financially. In short the inflow increases. But this we all know “Naturally” but how can we “Actually” bring this into practice? How can you measure whether our business or any organization is maximizing its potential or not? Most of the organizations focus on the term Productivity as a total performance of all employees even from a base level to the highest level employee for every endeavor.

To measure Productivity at Workplace

Don’t confuse effort with the outcome – It is truly said that if you want to achieve anything you have to take efforts for it. But is it only efforts that matter? Or the outcome which we get from our efforts? Many organizations are facing this problems and confusion, a person working for hours and hours on a project is having more demand whether the outcome is productive or not, but a person working on the same for 2-3 hours by being innovative and to the point is doubted. Just because he took fewer efforts and the other person took more. Productivity is decided on the outcome, the output that we get at the end of the day whether it took 12 hours or 2 hours. This is what increases the productivity of any workplace.

Set a Standard – If you are a Food Product based company and assume you are 3 employees out there to work on sales, how many products do they sell in a day? If 3 employees all together tend to sell 15 newly launched products in the market, then your standard baseline should be 5 for each employee.

Track each Employee – Observe each employee’s potential, proper record of assigned and completed work should be analyzed, maintain a sheet. Nowadays there are many newly introduced apps too for record maintaining. Employees who have to report to their superiors should be monitored if they are serious about their work and reporting on time. Set Milestones for them to get the desired output.

Periodical Checkups – Checking on Productivity not only means checking once, but you should also maintain it often periodically to check on their efficiency of working of employees on a continuous basis. Set the bar high for employees, a proper baseline every couple of months, or whenever there is any addition of team members or loss too. But at the end of the day be a Mentor for them instead of being bossy around.

Boost up your Employees – While setting up the bars for employees, don’t forget to motivate and boost them. At last, they are the ones who take your organization to higher standards and make it sustainable. Keep them motivated which will indirectly reflect in the increased productivity. Make the workplace a happy and safe with a friendly surrounding to work.

Carry out Activities – The “WORKPLACE” should not sound always a place with just 9 to 5 job, but should also be a “Fun WORKPLACE” importantly with nice people around. Employees should be taken care of with various activities like Team- Bonding activities, Festive Activities, Team-Outing, Weekly Get Together, Team Lunch, Project Success Party and etc. which brings all employees together, wherein they get to know their colleagues, employees get along with different teams. This all gives employees a reason to be bonded together and work toward the similar goals of an organization.

Incentives Phew last but not least “Incentives”. The one powerful weapon to keep the employees more and more Productive. Newton said that, for every action, there is always equal and opposite reaction! The same applies for the incentives here, always apply the strategy of “Give and Take” because neither “Just Giving” is beneficial, nor “Just Taking” is beneficial, both go hand in hand.

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In a report known as “Brydon Report”, a former London Stock Exchange chair Sir Donald Brydon has suggested that the audit profession has lost its way. This was the third report commissioned by the former Prime Minister Theresa May to provide an Independent Review into the Quality and Effectiveness of Audit. After a series of high profile corporate failures such as the construction company Carillion, the retailer BHS, and the travel company Thomas Cook has shaken up the Financial Reporting Council and the British lawmakers. It has also raised questions on the effectiveness and reliability of the audit.

“Audit is not broken but it has lost its way and all the actors in the audit process bear some measure of responsibility”- Sir Donald Brydon

In a 135 pages report, Brydon has highlighted the shortcomings of the current external audit practices, especially the BIG FOUR FIRMS- PwC, Deloitte, KPMG and EY. These firms conduct the audit of FTSE-100 companies and therefore, there is almost no competition which is part of the problem. The report whilst highlighting the problems also gave various recommendation to improve the quality and effectiveness of the audit.

Key Identifications

The report suggests that there should be a change in the definition of the audit and it should be “written in plain English.” Brydon also believes “audit lacks a clearly understood and fully encompassing purpose.” The current definition fails to clearly describe the purpose of the audit and how and why it should be conducted. The change in the definition will help the auditors to make use the unique opportunity they have to verify, confirm and inform the stakeholders with everything that’s going on in the company and not just the financial statements.

"There has been a slow evolution, since the 1970s, in the role of audit from being just a periodic external check on the accuracy of financial reporting towards a value-adding function, but this has further to go."

Along with the shift in definition, auditors should be given proper training to make use of modern technology. Auditors also fail to make their reports more informative and useful.

“The purpose of an audit is to help establish and maintain deserved confidence in a company, in its directors and in the information for which they have a responsibility to report, including the financial statements, and the balance sheet

The auditors should look beyond the accuracy of financial statements and communicate better with the shareholders and other stakeholders. In current audit practices, even if auditors found a point of concern, they don’t inform it to the shareholders instead just discuss in the closed rooms with the directors, CEO and CFO. Thereby, they fail to grasp the opportunity to expand the scope of the audit and communicate better.

"In hiding behind the need only to confirm and verify, many auditors have failed to grasp the opportunity to make their reports more informative. Many do take this opportunity in private, communicating well beyond the narrow confines of auditing standards when reporting to audit committees, but not to shareholders or other stakeholders."


Following are the key recommendations made by Sir Donald Bryden.

•A redefinition of audit and its purpose;

•The creation of a corporate auditing profession governed by principles;

•The introduction of suspicion into the qualities of auditing; the extension of the concept of auditing to areas beyond financial statements;

•Mechanisms to encourage greater engagement of shareholders with audit and auditors;

•A change to the language of the opinion given by auditors;

•The introduction of a corporate Audit and Assurance Policy, a Resilience Statement and a Public Interest Statement;

•Suggestions to inform the work of BEIS on internal controls and improve clarity on capital maintenance;

•Greater clarity around the role of the audit committee;

•A package of measures around fraud detection and prevention;

•Improved auditor communication and transparency;

•Obligations to acknowledge external signals of concern;

•Extension of the audit to new areas including Alternative Performance Measures; and

•The increased use of technology.

Source: Brydon review final report

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