Increasing labor productivity, employee efficiency. Increase. Raise, increase. Reduce loss of staff time. Reserves. Methods for improving the efficiency of the enterprise

The prospect of growth is an incentive for every entrepreneur. One of the most important resources of any company on the way to development is its employees. The well-being of the company depends on the quality of their work. The dependence of the amount of work done on the time spent on its implementation is called labor productivity. Today we will get acquainted with the economic significance of labor productivity and ways to increase this indicator.

Definition

Labor productivity allows you to evaluate the effectiveness of the work of employees of the enterprise. The higher it is, the less management spends resources on the release of the final product. Consequently, high productivity also ensures high profitability. Labor efficiency is the achievement of good performance by the company's personnel at low cost. Productivity, in turn, includes efficiency in material production, the volume of goods produced for a certain period of time and the labor costs required to produce a unit of output. Before considering the indicators and ways to increase labor productivity, we will learn how it is classified.

Classification

Labor productivity is of the following types:

1. Actual.
2. Cash.
3. Potentially possible.

Actual, contrary to popular belief, do not call the performance that can be recorded in the company at the current time. In fact, it is performance in relation to the amount of goods / services that was produced / provided by the firm.

Cash productivity illustrates what can be achieved if existing costs and reasons for downtime are completely eliminated, without changing equipment and materials. In practice, the prospect of realizing such performance is extremely small. It is used as a kind of standard to which employees of the company should strive. The actual performance is compared with the actual performance in order to obtain its adequate assessment.

Potentially possible performance is similar to cash, but it implies a more global approach. This indicator illustrates how many products can be produced at a given level of development of civilization and in given natural conditions, if the effect of downtime and delays is reduced to zero.

Criteria for evaluation

In order to correctly determine the value of the effectiveness of the work of employees, it is necessary to know the most important criteria for its evaluation. There are seven of these:

1. Effectiveness. They illustrate how effectively a company can achieve its goals and what its production capabilities are.
2. Profitability. Expresses how justified and economically the company spends its resources.
3. Quality. The ratio between the expected and actual results of the company.
4. Profitability. The ratio of actual production costs to the profit actually received.
5. Actually performance. The ratio between the volume of labor costs and the volume of goods received or services rendered.
6. Quality of work life. An important criterion that unscrupulous employers neglect to increase production volumes. It shows how competently the process of work and rest of employees is organized. In heavy industries and in construction, ways to increase labor productivity associated with the quality of working life are especially relevant. In large enterprises, anonymous surveys are often used to assess this aspect, in which everyone can make comments and suggestions to management.
7. Innovation. Reflects the company's policy regarding the introduction of innovations in the organization of the production and labor process. It is important that when introducing innovations, statistics are kept that illustrate the difference in the amount of profit before and after innovation.

Direct factors

Considering the factors and ways to increase labor productivity, most experts agree that two main factors affect productivity:

1. Qualification. It is logical that the higher the professionalism of an employee, the more work he does per unit of time. Many companies prefer to "educate" the necessary personnel within the company, sacrificing productivity at first, but getting, as a result, an almost ideal employee. Such ways of increasing labor productivity are effective, but not always. As practice shows, the involvement of experienced professionals is more beneficial, especially if the area of ​​their activity requires the presence of any specific knowledge and skills. For example, when choosing a way to increase labor productivity at oil and gas enterprises, it would obviously be wrong to neglect qualified personnel.
2. Time management. No matter how competent and experienced a person is, his working day will be ineffective without the ability to allocate time. By setting tasks that need to be solved within a strictly defined period, the employer helps the unorganized employee to do his job more efficiently. Today, there are a number of methods that can significantly increase labor productivity through the competent distribution of working time.

Several more indirect factors follow from the time management factor: competent goal setting, clear priorities for achieving them, planning things with recalculation for a certain period, and finally, the right motivation.

It is worth dwelling on the last aspect in more detail. The fact is that in domestic business, employee motivation, as one of the main ways to increase labor productivity, is associated with a number of problems. Many managers prefer to motivate their workers by threatening them with losing their jobs. Since there is always a job for a good specialist in the modern job market, such methods of motivation are ineffective. Therefore, it is much more correct to use financial methods of motivation, paying bonuses to those who are responsible for their work.

As for penalties, they work much worse. However, this issue has another side. The fact is that financial motivation acts only on those employees who are interested in receiving increased pay. And then there are those workers who will not go beyond the minimum work plan for the sake of money. Such a contingent can be motivated by the prospect of dismissal. It turns out that the employer needs to learn to understand people, choosing ways to increase labor productivity. The course orientation (development vector) of the enterprise also plays an important role here.

Manifestations of labor productivity in practice

The reduction in labor costs required to produce a unit of output, with an overall increase in the volume of goods produced, indicates a saving in labor time. In this process, it is important to reduce labor costs to a minimum without compromising the quality of the product. In this regard, managers prefer to hire one highly qualified employee and assign him a high salary, rather than hiring ten inexperienced and low-paid employees who, even if combined, will bring less value. This and other elementary ways of increasing labor productivity are often overlooked.

The constant improvement of the quality of the product or service provided, with the same production volume, is a priority for all entrepreneurs. In this regard, it is advisable to introduce as many automated lines as possible into the production process and reduce the number of personnel who serve them.

Reducing work time is another positive result of increased productivity. It is achieved by compacting the production process and introducing innovative methods. These measures save employees time and allow them to focus on the work process. In parallel, a consistent increase in productivity can be achieved, which in other cases is a difficult task.

Indirect factors

There are two groups of factors that indirectly affect the productivity and quality of products or services provided: external and internal.

External factors include:

1. Natural. Unfavorable weather conditions (high/low temperatures, heavy rainfall, strong winds, etc.) can adversely affect productivity. This is especially important in determining ways to increase labor productivity in agriculture and other trades that involve abundant contact with nature. At the same time, many factors of this group even affect the workflow arranged indoors. For example, due to low air temperature, with insufficient heating of the room, workers will have to take additional steps to warm up, instead of performing their duties.
2. Political. Social stratification, when some people receive part of the income from the result of the work of others, leads to a decrease in the motivation of workers.
3. General economic. These include: the amount of taxes, the presence or absence of benefits and support from the state, and much more.

Internal factors include:

1. Implementation of new production or organizational technologies into the company's activities.
2. Timely correction of the company structure and optimization of internal processes.
3. Improvement of managerial functions.
4. Competent work motivation.

Methods for assessing labor productivity

Before thinking about ways to increase productivity in an enterprise, an entrepreneur must correctly assess the current state of affairs. For this, there are two main indicators: the complexity of the workflow and the volume of output. They are in inverse proportion to each other. Production can be called the ratio between costs and the volume of the product received.

Indicators of the volume of goods can be:

1. The value of a product produced or shipped.
2. Gross goods and other similar indicators. The volumes that were produced during the reporting period at related enterprises can also be taken into account.
3. Indicators obtained without taking into account the spent energy, raw materials and the depreciation cost of equipment.

Costs can be understood as both labor costs and total costs. However, the greatest indicator in this regard is labor intensity. As labor productivity increases, labor intensity decreases. And vice versa - the higher the labor intensity, the less products will be produced, in the long run. Therefore, it is always worth striving to reduce it.

Mechanization

Analyzing the reserves and ways to increase labor productivity, it is worth paying attention to mechanization. Many managers have formed the wrong opinion that the negative consequences of the high labor intensity of production can be offset by compacting working hours without investing in mechanization and improvement of technological equipment. Confessing such a fit, you can achieve only one thing - high staff turnover. People simply will not withstand the difficult working conditions and will go to the employer, who develops his production and takes care of his subordinates.

Mechanization ways to increase labor productivity have a number of important advantages:

1. The ability to observe and analyze a clear relationship between labor costs and production volume over a specific period of time.
2. The possibility of leveling the influence of external factors (climate, work regime, etc.) on work efficiency.
3. The ability to accurately compare performance across departments and lines across a plant.
4. Opportunity to clearly assess promising areas for further development of production.

Getting acquainted with such a concept as labor productivity, we briefly touched on ways to increase it. Now let's dwell on them in more detail.

Depending on the size and specialization of the company, the management chooses one or another direction of development. Therefore, in the household, the ways to increase labor productivity are one, and in large corporations, they are completely different. In economics, the following methods are distinguished:

1. Strengthening the technical and material base. In order for employees to work conscientiously, they should be provided with everything necessary. For example, if a worker's machine breaks down every half an hour, even with a strong desire, he will not be able to produce many parts per shift.
2. Using modern management tools and increasing the responsibility of middle managers. Often the award for the success of production is received by office employees who have nothing to do with this very success. At the same time, if they accept failed innovations, they by all means avoid responsibility, shifting it to the wards. This leads to a significant decrease in the motivation of employees, on whose activities, in fact, the entire enterprise rests. And this is just one example of poor management.
3. Regular performance analysis with graphic stands. A performance management visualization stand can be a great way to improve performance. On it, in the form of graphs, you can depict the efficiency of work at each site of the enterprise and the revealed violations. It is important that correlations are identified at the stand that affect the increase in productivity of each shift. Graphs showing labor costs and consumed resources will also not be superfluous. This approach allows solving a number of problems and identifying backup ways to increase labor productivity in the enterprise. In addition, graphic stands may contain information about the most distinguished employees. This simple psychological method will increase the motivation of staff and force them, if not to exceed the plan, then at least to keep up with colleagues. Of course, such ways of increasing labor productivity in the household are ineffective. They are used in more or less large organizations.
4. Introduction of job description for each employee. Thanks to this document, each employee will clearly know their duties. In addition, a competent job description will make it possible to protect the employee in case the immediate superiors try to shift responsibility for their mistakes onto him.
5. Improvement of working and rest conditions. In order for people to want to work with high efficiency and ensure rapid growth for their company, it is necessary to take care of comfortable working and rest conditions. All employees of the enterprise must see that they are valued.
6. Motivation. Each of the employees should know that productive and initiative work will bring him additional income. It was him, and not a dozen of his leaders.
7. Direct participation of the employee in the elimination of existing problems. Ordinary workers know production and its weaknesses much better than managers. Therefore, they are worth listening to.
8. Evaluation and approval of all indicators of labor efficiency. Each of the employees should be informed about the current state of affairs in the company and ways to improve it. Dry numbers of reports gathering dust on the shelves do not improve productivity.

The described factors and ways to increase labor productivity are quite simple, but for some reason company managers often forget about them. Neglect of these methods leads to a decrease in profits and the loss of valuable personnel. When choosing which ways to increase labor productivity to apply, an entrepreneur must take into account the individual characteristics of his type of business.

Non-standard methods

In addition to the obvious ways to increase productivity in the organization, there are purely psychological methods that, despite their apparent simplicity, have a strong impact on the success of the enterprise. Here are the main ones:

1. Money. American scientists conducted an experiment in which 500 thousand people took part. As a result, it has been proven that labor productivity increases several times when employees think about money or see it in front of them. In addition, contact with money helps to improve the relationship of employees with each other and with others.
2. Using messengers. American scientists have found that the use of instant messengers for business purposes does not “steal” time, but, on the contrary, improves labor productivity. The fact is that, according to research, solving problems using instant messengers is easier and faster than by phone or through personal messages. Of course, we are talking about cases where personal contact of employees is not possible.
3. Wall painting. Scientists from Japan believe that the color of the walls has a direct impact on productivity. So, in rooms with yellow walls, people work more efficiently. Black color makes employees perform their duties with great perseverance. Red walls make people feel empowered, but make them more aggressive. Blue (can cause depressive states) and gray (causes drowsiness) colors have a negative impact on productivity.
4. Office romances. Italian scientists, in one of the articles on ways to increase labor productivity, say that a novel at work is a kind of shake-up for the body, tones it and, as a result, has a positive effect on labor productivity.
5. Humor. American scientists are sure that humor in the workplace is the key to a favorable emotional background in which a person becomes more communicative and begins to work more efficiently.
6. Large monitors. Researchers from France have proven that the use of 30-inch displays, instead of the usual 17- or 19-inch ones, can increase labor productivity by 50-65%. The reason for this is simple - the large screen makes it possible to work with several windows at once. When using small screens, a lot of time is spent switching windows and scrolling them. However, other scientists believe that the use of large displays does not increase productivity as much as the use of several displays at once (5% versus 30%). One way or another, an increase in the area of ​​\u200b\u200bthe "desktop" has a positive effect on productivity.
7. Profanity. A professor at a reputable English university is confident that a ban on the use of profanity by workers can lead to a decrease in their motivation and productivity. The use of a mat makes it easier for the team to endure stressful situations and enhances solidarity between employees.
8. Disputes. American scientists have found that in the process of arguing and discussing new ideas between colleagues, the right decisions arise.
9. Happiness. According to a study by US economists, happy employees work 10-15% better than those who feel unhappy or lack harmony in their lives.

As you can see, a lot depends both on the employers themselves and on working conditions.

The current time poses a lot of complex tasks for businesses, one of which is to find the most effective ways to increase labor productivity. According to this indicator, as studies show, our domestic enterprises are very far behind Western ones.

In this article you will read:

• What does “increasing productivity” mean in terms of economics and business
• How to identify growth factors and reserves to increase labor productivity
• Why Some Employees Don't Seek Productivity and What to Do About Them
• How to choose the right path to improve productivity
• How to motivate employees to be more efficient
• What are the most common challenges leaders face when it comes to improving productivity?

The concept and significance of increasing labor productivity in the enterprise

Labor productivity is a criterion for the efficiency and productivity of workers in an enterprise.

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Types of performance:

• actual - this is the ratio of the actual volume of manufactured products and the labor costs incurred;
• cash - indicates the possible volume of output in case of avoiding production downtime, expectations, etc.;
• potential - the predicted production volume when removing other waste factors from the workflow, updating equipment and improving the materials used.

Is it realistic to force employees to work more efficiently and, thereby, to ensure an increase in labor productivity in the enterprise? Quite. And for this it is not at all necessary to disappear at work until midnight, not having time for even the slightest rest or respite. Efficiency lies in the fact that in the process of labor the employee achieves great results at the lowest cost. In order to influence the efficiency of the work of employees, it is only necessary to strictly observe 3 aspects (in the complex):

To measure the degree of effectiveness - in other words, to evaluate the work of the staff, in order to understand where to go, it is important to know the starting point.
provide an opportunity for professional growth and development of employees based on the assessment.
to stimulate financially the most effective employees.

In order to competently manage labor efficiency in an organization, one should learn how to evaluate and measure it. There are 7 different criteria for the effectiveness of the production organization system:

Efficiency - shows how the company has advanced in achieving its goals.

Profitability - indicates the availability of resources for the enterprise.

Quality level - how the company's activities meet the expectations, requirements and specifications.

Profitability - the ratio of gross income to total costs.

Productivity - shows the volume of the product produced and the amount of costs associated with this.

The quality of working life is the reaction of employees to the socio-technical conditions in the organization, the style of work.

The introduction of innovations is the result of the manifestation of the creative abilities of the staff.

Recently, there has been a negative trend towards a decrease in labor productivity. At the same time, it should be said that this problem arises in organizations of various forms of ownership. Therefore, in order to ensure an increase in labor productivity, the tasks facing the management of companies are as follows:

• reducing production costs and increasing profit levels;
• increasing the flexibility of the approach in the production process;
• increasing the level of product quality;
• improvement of control (technical and technological).

The productivity of workers is determined by the following types of factors:

Short-term, including objective (change in the types of electricity due to accidents, unstable level of quality of raw materials) and subjective (variable working capacity of workers during the day, working week, year).

Long-term (electricity prices, materials, equipment quality).

There are two main approaches to assessing labor productivity:

1. Calculation of direct labor costs. With it, you can determine the actual intensity of work by correlating direct labor costs and standard hours.

2. The ratio of revenue from product sales to costs:

• quality control;
• for guaranteed repairs;
• to maintain the number of production workers;
• for the maintenance of the entire team;
• for additional indicators: set-up time / paid hours, accepted products / checked, planned / produced, time for production / amount of time actually worked, auxiliary / direct costs, number of workers in production / managers, hours for unaccepted orders / hours worked, actual overhead/planned.

Labor productivity management includes:

• quality control;
• development of planned ways to improve efficiency;
• calculation of labor costs and labor rationing;
• accounting and financial control.

It is very important not to disregard the factors that negatively affect the increase in labor productivity of workers: a decrease in wages in the context of inflation (decrease in living standards) and rising costs of restoring working capacity.

One of the most important indicators of the effective operation of the organization is labor productivity. It is represented by the volume of products / services produced, which falls on the unit of labor costs (in other words, the ratio of the result obtained and labor costs).

An increase in labor productivity in an organization leads to:

• increase in the volume of products produced per unit of time with its constant quality;
• improving the quality of products created in the same volume per unit of time;
• reduction of labor costs per unit of output;
• reduction in the cost of a unit of production of the share of labor costs;
• reduction of time for production and turnover of goods;
• increase in volume and rate of return.

Every day you have to think about increasing productivity

Tatyana Uteva, general director of the Altai silicate brick plant, Barnaul

At work, I have to think almost daily about how to increase productivity in the workplace. After all, one often has to face such problems as non-fulfillment of the daily norm of work, the predominance of manual labor in the production process, the lack of highly qualified personnel, and the wear and tear of equipment makes itself felt. All this has led to the fact that our labor productivity is already 30% less than the industry average. What have we done? We have developed the following measures to improve the productivity of our factory workers:

Operating mode. Before my arrival there, our enterprise worked in 2 shifts. For the first month, I simply analyzed all the processes taking place there: low labor discipline caught my eye, workers changed shifts, the actual load per shift fluctuated between 16-60% (for various reasons), the monthly output per 1 employee was about 20,000 rubles. Then I set the plant to work in one shift, which allowed us to better organize the production process and optimize the number of employees in our enterprise. This led to an increase in labor productivity by 2.5 times, to an increase by 11% in the average monthly volume of output, and its output per employee per month was no longer 20,000, but more than 50,000 rubles.

Pay system. The workers of the brick production shop today receive a salary for 1000 units of conditional products produced (to calculate the volume of production, thickened brick is converted into conditional). Since our activity directly depends on the seasonality of demand for goods, we have developed a progressive salary scale: on a turret press after the 11th trolley, and on an automatic press after the 30th, the rates for workers increase by 20%. Hourly wages at the plant are provided for workers of auxiliary specialties. For the employees of the repair shop, we have developed the following system: we freeze their bonus fund for some time in order to have guarantees for the quality of the repair work performed by them. For example, in cases where the equipment works perfectly after the repair, employees receive their bonus, but if a breakdown occurs again, then they must eliminate it before paying the bonus fund. Of course, not everyone likes this approach to payment, so we additionally, to stimulate labor, pay them a bonus for ensuring accident-free work at the plant.

To date, we can boast of continued growth in efficiency. This is facilitated by the optimization of the supply of raw materials to the enterprise and the marketing of products. Summing up, I want to note that the measures developed by us helped to ensure an increase in labor productivity in the organization by almost 4 times.

Why employees do not seek to increase labor productivity and how to avoid it

small salary;

It is easy enough to discourage people from working in a company if you constantly tell them about how little the company pays. Usually, the matter does not end with simple whining and complaints. In addition, the instigator begins to operate with statistical data on the salaries of other companies, exposing his enterprise in an unfavorable light compared to them, so to speak, “opens the eyes” of employees to the real state of affairs in the labor market. Usually this method of influence works with a bang. After some time, even those employees who were initially silent, but nodded supportively to such a “benefactor”, begin to sigh, and, due to a spoiled mood, their desire to work disappears. This topic will always be relevant in the company, but in particular it reaches its peak at the time of payment of wages and receipt by employees of their payslips. These days, the instigator is especially depressed by the size of his salary, complaining that he could only pay off the loan and utility bills with it.

• Team building as a way of perfect personnel management

How to avoid a decrease in labor productivity? First, it is very important to convey to the staff the main idea that they voluntarily agreed to work under such conditions. If this salary did not satisfy them, they would have been looking for a new job for a long time. The next step is to explain to employees that there is another side to benchmarking. For example, in comparison with another enterprise, an employee receives not the highest salary, but not the lowest either. That is, he falls into the category of employees receiving the average salary in the industry. This is quite a good indicator, because. there are many other enterprises where workers performing the same duties receive much lower wages. Thus, as soon as certain employees begin to destabilize the work environment with their complaints and examples of higher salaries in other enterprises, immediately provide other data from the industry in order not to allow them to affect the morale of the entire team.

do not appreciate;

Very often, disgruntled employees like to talk about how their work is not appreciated by management. Like, you won’t get a kind word, and even more so, gratitude from them, no matter how long and hard you work at this enterprise.

How to avoid a decrease in labor productivity? In fact, the performance of high-quality work for an employee is a necessary norm, and not a reason for special gratitude from the management. After all, it is for this that he receives his monthly salary, and sometimes a bonus. This is how his work is valued. But, in case of poor-quality performance of their duties, an employee may be fined, deprived of bonuses, or even fired. Thus, the idea should be conveyed to the staff that one should not expect any special thanks and recognition from the management for a job well done. But the outstanding merits of the employees of the head should be noted.

increase the range of responsibilities;

Business cannot stand still, because each company seeks to expand the range of goods and services to attract new customers, increasing production and sales volumes. Of course, this leads to an increase in the workload on employees, their range of duties is gradually expanding. Employees may begin to complain that with an increase in production standards, they do not receive appropriate additional payments from the employer.

How to avoid a decrease in labor productivity? The staff must understand that the head of the company will load it with work throughout the allotted time - eight hours a day. If an employee previously allowed himself breaks in work for personal matters and snacks in the amount of 3 hours a day, then with an increase in workload this time can be reduced to 1 hour (or even be reduced to a few minutes). The management of the enterprise has every right to do this, because it pays the employee a salary for all 8 working hours.

no growth;

It is believed that all employees of the company dream of building a career in it sooner or later. Within a certain time they expect promotions, presenting themselves as part of the management team of the enterprise. But when this does not happen, their motivation to work drops sharply.

How to avoid a decrease in labor productivity? To begin with, it should be made clear to employees that absolutely not all of them can become leaders, because this requires a certain set of qualities that are not inherent in every person: to be able to organize a team, to show leadership qualities, to correctly apply the “carrot and stick” method, to be able to manipulate, after all. Therefore, a highly qualified specialist in the field of economics or accounting is not always suitable for a managerial position. Perhaps his abilities are applicable only to this area of ​​​​work, and he will not be able to provide the company with an increase in staff productivity or promptly optimize the workforce.

And it also happens when only “their own” people are in the management of the enterprise (brother, matchmaker, godfather, etc.). Then employees need to be gently made to understand that it is very naive to hope for a significant career advancement in this company. And finally, employees themselves should seriously think about whether they need such a job, where they will have to be responsible not only for their own results of work, but also sometimes “blush” in front of their superiors for the mistakes of others, dismiss employees at the first request of management, conduct an “ungrateful” personnel work, do not have holidays and sick days, like ordinary employees. After all, you can safely work at the enterprise for years, just doing your job perfectly, being a valuable and respected employee who does not have an extra headache.

Factors for increasing labor productivity and growth reserves

Labor productivity is singled out as an indicator of dynamics, that is, it matters only in the case of a progressive change.

Increasing labor productivity is one of the main factors allowing to increase the volume of production and income.

There are many factors that affect the growth of labor productivity. Factors for increasing labor productivity in an enterprise (in other words: reserves) are a set of reasons (both objective and subjective) that lead to an increase in labor productivity.

So, today the factors and ways to increase labor productivity are divided into three groups:

Group I - factors of fixed capital. They are determined by the level of development, application and quality of investments, as well as fixed assets. These factors imply mechanization and automation of labor, the use of more efficient and high-quality materials, and the latest modern technologies. At the same time, it should be taken into account that the increase in materialized labor should not exceed the increase in the volume of work performed, which happened due to the influence of this factor. In reality, it is very problematic to accurately measure the increase in output that occurred only due to an increase in fixed assets, their composition, price levels and the new technologies used in work.

Group II - socio-economic factors. They are represented by the composition and skill level of employees, their attitude to work and working conditions. Here, the quality and composition of the staff is of particular importance, because the contribution of various entities to the common cause is different. For example, part of the team always performs a larger amount of work, and the rest - a smaller one. However, the current methods of determining labor productivity do not take this into account.

The productivity of each individual employee is influenced by the knowledge and skills acquired by him, as well as abilities, health status, etc. In order to ensure high labor efficiency in the enterprise, management usually staffs employees with labor productivity and working capacity above the average. This selection of employees takes place at interviews, attestations, using assessments of the quality of work and professiography.

When analyzing the factors of the second group of increasing labor productivity, it is impossible not to single out the class character of society, as well as the level of state spending on education and health care systems (capitalization of the social sphere). Indeed, the professionalism of workers directly depends on what school and vocational education (including higher education) will be in our country, and on how medical services will be provided to the population, its health as a whole depends. A complete set and good quality food, the ability to have durable goods, the affordable cost of services (including maintenance of the railway fund) are very important elements of the standard of living that affect the speed and timeliness of the restoration of the vitality of workers, their mood.

III group - organizational factors. This group includes actions to manage the company and personnel, as well as the organization of work and production processes that directly affect the increase in labor productivity. They help the management of the enterprise determine the location and size of the company, carry out the processes of cooperation, combination and specialization in production, choose the style and structure of the organization's management, and determine the tasks of its divisions. A special subgroup includes factors related to labor discipline and the atmosphere in the team: existing values, ways of interaction between employees, measures to enhance their work, monitoring the implementation of management decisions, correcting erroneous calculations.

The influence of the listed factors of increasing labor productivity is determined by the resulting objective processes in nature and society. These include natural gifts and climate, political life and the development of society, the degree of well-being of people.

Reserves for increasing labor productivity - the available opportunity to reduce labor costs.

Performance improvement occurs under the following conditions:

There are more products and less production costs.
- Production becomes more, and costs remain at the same level.
- There are more products, costs have also increased, but at a slower pace.
- The output is the same, but the costs are getting smaller.
- There are fewer products, less costs, but they are declining faster.

It is possible to single out the main directions for increasing labor productivity in a separate organization:

With the help of unused opportunities to reduce labor intensity, i.e. use in work of innovations, processes of automation and modernization in production.

With the help of reserves for more optimal use of work time: management of the production process and organization of labor, improvement of the organizational structure.

By improving the quality of personnel: increasing its qualifications, redistributing the shares of production workers and managers in the overall structure of personnel.

Managing the increase in labor productivity in the company (its subdivision) must be carried out comprehensively.

I show by my own example that the tasks are achievable

Dmitry Fedoseev, owner and general director of Aibolit Plus, Moscow

Productivity indicators in our industry are determined by the number of patients per 1 doctor during the month. In Moscow, on average, 150-200 patients come out, in the whole country - 30-200, and at our enterprise - 100-120 patients.

The thought that all my employees are not working at full capacity does not leave me. Therefore, in order to cheer them up and provide conditions for increasing labor productivity, I use the following methods:

A third of the company's income comes from bonuses. In those days, when we practiced the payment of a bare salary at our enterprise, subordinates worked reluctantly. Recently, I decided to give to the bonus fund of each division 33% of the total income received per shift. But over time, this figure became too high, and this had the opposite effect, because. work has slowed down. After that, I took action and reduced the percentage, and the employees became active again.

Competition with me. It seems to me that I demand the fulfillment of quite achievable goals, but at times I hear complaints from my managers that these plans are unrealistic to achieve. In this case, I give the employee the opportunity to give me his office chair for a certain time on such conditions: if I reach the announced targets, the manager will be left without a salary or be fired. Very often, after three days, such an employee (after carefully observing my work) realizes the reasons for his mistakes and suggests that the experiment be interrupted. Sometimes there is a dismissal of one's own free will. So, in the last quarter, 2 top managers quit. And it also happens that an employee, after my offer to change places, asks for a second chance and significantly improves his performance.

What are the ways to increase labor productivity

Domestic enterprises will be rebuilt for a long time, starting from the improvement of production processes and the launch of effective management programs to a change in the thinking of the workers themselves.

Ways to increase labor productivity in the enterprise are managerial and economic.

The managerial path is aimed at stimulating employees to work efficiently and productively.

The economic one is connected with the improvement and optimization of production processes to reduce labor costs and working time for the production of a unit of output, as well as an additional volume of products per unit of time.

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By investing in business modernization, many managers understand the purchase of new equipment or the acquisition of real estate. But this is fundamentally wrong, since the main investment should be aimed at increasing the desire of the staff to work.

Only ways to increase labor productivity, together with the stimulation of workers, will lead to the goals set, help employees improve their skills and gain additional work experience. And employees with high productivity will be even more devoted to the common cause and interests of the enterprise. Their commitment to success will lead to a lower turnover rate.

Each company has its own methodology and programs to stimulate the efficiency of staff, but there are also generally accepted measures.

The main ways to increase labor productivity:

1. Clearly communicate the company's goals to all your employees. It is important that the staff is always aware of the intended goals of the enterprise and knows their tasks. The extent to which information is communicated to the team about the success of the company depends on the management. The level of motivation is also very well influenced by the holding of corporate events and the periodic payment of bonuses for employees.

2. Rewards should be different. Employees of the enterprise have different responsibilities, and everyone has their own motivation for work. Therefore, incentives for employees should be appropriate to their degree of performance. They will strive more for success in their work, knowing that this will be followed not just by encouragement, but individually tailored to the needs of each individual employee: time off, bonuses, gifts, etc.

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3. Staff should be involved in the selection of incentives. Otherwise, any program to stimulate labor will not bring results. After all, employees work with the greatest return when they see a specific goal and know what they will get when it is achieved.

4. Reward employees on time. The maximum effect of incentives will be only when employees have done their work and immediately received a reward (and not after some time). Timely gratitude expressed to the employee will then be associated with the successful completion of the task and serve as an incentive for further striving for similar results.

These management tools allow you to find additional resources for improving labor productivity, such as employee engagement, their focus on productivity and the effectiveness of their work. And in order to increase the degree of such involvement of personnel in the work, management should correctly apply the reward system at the enterprise.

Imagine a model of motivation, which consists of two main groups of factors:

- 1st group of factors is aimed at retaining staff;

- Group 2 affects the degree of his involvement in the work process.

The first group includes comfortable and safe working conditions: the availability of water, light, clean rooms for work, ensuring the safety of the workplace, wages, etc. All this gives employees a sense of security and stability.

The second group is represented by the existing opportunities for professional and career growth for staff, gaining recognition, new knowledge and skills. These factors contribute to the work drive of employees, the desire for greater efficiency and effectiveness.

Both groups of factors affect different employees in different ways. So, specialists and managers are focused on the motivation of achievements, and ordinary employees crave stability and comfortable working conditions.

Factors aimed at creating a sense of stability give employees confidence in the future and reduce staff turnover. At such enterprises, employees work for a long time and transfer their experience and knowledge to young specialists without any problems. In general, workers are not set up for constant change; they would be happy to work at the same enterprise for many years if they felt secure and stable there.

So how does a focus on productivity increase motivate employees? How to simultaneously increase the efficiency of the enterprise and retain staff?

The answer to these questions can be the building of an effective remuneration system at the enterprise, which, on the one hand, provides employees with a sense of stability, and on the other, stimulates them to increase the intensity of work.

To make the incentive system more effective, it is important to follow the following criteria:

Transparency - staff should know what determines the amount of income.

Influence on their income - employees should clearly understand how their income depends on the efforts spent.

Proportionality - variable remuneration should motivate, because too low a percentage of remuneration for the effective work of an employee will have a negative, demotivating effect, which will call into question the general incentive system at the enterprise.

A transparent system of remuneration is a very motivating factor that ensures an increase in productivity and labor efficiency in the company.

Motivating employees to increase labor productivity

Allocate material and non-material motivation. Financial incentives include the payment of salaries, bonuses and bonuses. Everything else conditionally refers to non-material incentives. Meanwhile, the last type of motivation does not mean for the organization the complete absence of costs for it. For example, social benefits (health insurance, reimbursement for mobile communications, travel, food, additional pension, etc.), often related to non-material motivation, require considerable financial costs for the company. Also, holding various corporate events provides for additional costs. In addition, there are various types of directly non-material incentives: verbal gratitude to the employee in the presence of the team, the title of the best employee of the month, certificates and decals, honor boards, etc.

The incentive system will not give the expected effect, or the indicators of increasing labor productivity will be minimal if motivation is based only on material factors, bypassing non-material ones. After some time, the constant increase in wages will no longer justify itself. And too high wages can even have a negative effect: why work at full strength if you can not strain and get a considerable income? In such cases, employees simply hold on to the workplace, but stop working effectively for the benefit of the enterprise.

For our domestic companies, the issues of non-material incentives are especially relevant, because. business is often conducted with limited financial resources. But in Russia this type of motivation has its own characteristics. Sometimes you can find enterprises on the domestic market that do not use the methods of non-material incentives for employees at all. Basically it is the firms trading from wheels. However, if the company is in a competitive environment, then, other things being equal, it will lose to enterprises where non-material motivation exists. That is, in fact, this type of stimulation is one of the competitive advantages of the company.

Non-material motivation

Of course, all members of the team are in great need of non-material stimulation. But management should not be under the delusion that these methods are of equal importance to all employees of the company. Therefore, it is very important to use the principles of differentiation.

Stimulation of production staff. The system of motivation is always faced with a huge range of life orientations of workers. What will attract executives will not be appreciated by production workers at all, and vice versa. Given this factor, the General Director should choose an individual approach to all valuable employees, without placing special hopes on general incentive methods.

Managers motivation. For this category of employees, the following methods of non-material motivation are best suited:

• wide popularity of the company's trademarks;
• recognition of the manager by the owners of the company;
• performing an interesting task;
• availability of opportunities for development and learning ;
• opportunity to make a career.

Social benefits. Previously, employees sought to get into foreign companies in order to receive official salaries, health insurance and free additional training, but now all these attributes have become the norm for almost all Russian enterprises. And their absence at the moment just scares off some applicants. In addition, now, in addition to the standard social package, domestic companies offer the following benefits: subscriptions to sports clubs, medical insurance for all members of the employee's family, favorable conditions for lending, etc.

But the management of the enterprise needs to take into account that additional benefits will be assessed by employees in different ways. For example, for young people, voluntary pension insurance or medical insurance will not be entirely relevant, but subscriptions to fitness centers or a cafeteria will become a serious incentive for them. On the other hand, middle-aged workers will often appreciate the availability of health insurance, as they already understand the importance of maintaining health.

But even here there are nuances. If workers receive a small salary, they are unlikely to be happy with additional benefits in the form of health insurance or a subscription to a sports club, expecting a greater salary increase. Or they will begin to use the opportunity to be treated for free beyond measure.

material motivation

The foundations of increasing labor productivity in the company are based on competent material incentives, which include a constant and a variable part. The permanent part includes the basic salary and the accompanying social package. And the variable part depends on certain results of the work of the employee and is aimed at fulfilling the long-term goals of the company. It represents various systems of bonus payments. The basic needs of the employee are designed to satisfy the constant part of material incentives.

• Staff incentives: tangible and intangible

But the variable part will be no less important for him: bonuses and additional bonuses. It is advisable to pay staff bonuses of two types: based on the results of the individual work of the employee and the activities of the company as a whole.

The establishment of the bonus system is based on the following main provisions:

The payment of bonuses should not be too frequent and widespread, otherwise employees will perceive it only as a due part of the salary;

The bonus should be linked to the employee's direct personal contribution to the overall result, his personal achievements (for example, as part of a group, department, etc.);

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The most objective and well-known method of calculating the employee's personal contribution to production should be applied;

Personnel should perceive the bonus as a reward for a certain result obtained with the help of additional efforts, but not as payment for ordinary, daily work;

Employees should not associate bonuses with paying for their loyalty to the firm or trying to keep them;

The additional efforts of the staff, paid for with bonuses, are required to cover the cost of paying the latter.

Additional awards include:

For the successful completion of projects (implementation of a new computer program, reporting system, etc.) with the help of additional efforts of workers that exceed the outlined terms of reference;

For active participation in special programs (work as a mentor, development of innovations, rationalization activities, etc.);

For the overall result of the work of the unit (for successful annual results of work);

For an individual contribution (outstanding personal achievements, mostly not related to a simple range of duties: the development of some interesting programs, projects, etc.).

Negative Stimulation Rules

Managers of enterprises sometimes resort to such a technology to increase labor productivity as negative stimulation, because from time to time you can encounter such workers whose dependent attitude prevails over any of their positive qualities. And in cases where it is impossible to replace them at a certain moment, and positive motivation simply no longer works, negative stimulation can be used. But you need to do this in accordance with the following rules:

You can not apply actions that are contrary to the Labor Code.

It is necessary to accurately state the reason for the punishment and explain how it could have been avoided.

It is not necessary to punish the employee immediately, because. leaders may be overwhelmed by negative emotions. It is better to calm down a little, and then once again think about the reasons for the misconduct that occurred. After all, sometimes it happens that there are no real reasons to punish an employee, and undeserved punishment is a very demotivating factor.

It is impossible to analyze the circumstances of the misconduct with the subordinates of the culprit, otherwise the consequences will be deplorable for the enterprise itself.

It should be used as a measure of stimulation in the most extreme cases, because. employees of our domestic enterprises already have a lot of everyday problems, and therefore they may simply not be able to cope with this stressful situation.

You can only come to the manager with your own solution to the problem

Pavel Kuzmin, General Director of ForestLine, Vologda

Everyone knows the proverb "Work is not a wolf - it will not run away into the forest." This is exactly what a significant part of the employees of the enterprise do in cases where the manager does not inspire them with other attitudes.

At my enterprise, I have specifically established rules that will encourage staff to take a more responsible approach to work, to work productively and at full strength. For example, we have such a rule: "rested - report." That is, when an employee, performing a task, encounters problems that he cannot solve himself, he must immediately approach his supervisor and describe the situation. In the past, we often encountered the fact that employees stopped performing a task when they did not know how to solve the problem that had arisen. And the authorities received information about this situation much later, when it was already very difficult to fix something.

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We also have a rule that you should come to higher management with a ready-made decision. That is, before asking the manager to solve the problem (with which, I note, the employee must cope on his own), you should give yourself answers to the following questions: 1. What are the options for the development of events (both negative and positive)? 2. What can be done in one way or another? 3. What arguments can be found in favor of these actions? At the same time, we do not accept emotional responses like “I think so.” Of course, it is extremely difficult to foresee everything, and the situation can change very quickly, but this does not mean that you can shift your responsibilities onto someone else's shoulders. And if you really need to consult, then you should state the problem in detail, indicating the thoughtful options for solving it.

Our next rule is: "There is work done and work not done." Those. either you did 100% of the work, or you didn't do it at all. We consider a task that is 99% completed to be unfulfilled. When you watch the activities of subordinates from the outside, it seems that the work is in full swing. But it is worth really delving into, and it becomes clear that there is no sense in this running around. At the same time, workers are indignant: “We are working!”. Therefore, our rule brings clarity and puts everything in its place: if there is no result, then the work is not done.

5 problems affecting the increase in labor productivity

Problem number 1. A bloated administration.

Sometimes there are several managers (or controllers) for one simple employee. Overly bloated command and control apparatuses hurt companies:

1. In fact, these are superfluous employees who do not benefit the enterprise.

2. Such workers try to find something to do and show their importance to the enterprise by requesting a large number of unnecessary reports and constantly calling meetings. Thus, they distract other employees from their immediate duties.

In order to correctly assess the management structure, one should be guided by a very simple model. As practice shows, 1 leader works effectively with 7-10 subordinates. The latter, in turn, can also have their own 7-10 subordinates. Etc. Accordingly, for a company of ten people, only 1 leader is required. For an organization consisting of 70 people, 2 levels of management are already needed. There will be 7 managers at the 1st level, and 1 top manager at the 2nd level. Etc. It should always be remembered that the administrative apparatus tends to grow. And the methods of increasing labor productivity at the enterprise are designed to limit its number in time.

Problem number 2. Various control, checking services and security.

In this sector, one must be able to compare the risks and the costs of reducing them. There are cases when a trade secret worth a million rubles is guarded by 3 employees of the security department. Moreover, the cost of their annual maintenance is higher than the cost of the secret itself. Of course, one should take into account not only material, but also other types of risks, for example, image ones. And only after that, assess the need for the company to maintain one or another security or control staff.

Problem number 3. Bloated service staff.

Sometimes an employee may have several secretaries, drivers, security guards, etc. Of course, the ability to use the services of service and support staff helps to ensure an increase in the quality of productivity of this employee. For example, secretaries offload higher-paid workers, thereby increasing their productivity. And the content of the secretary is a small price to pay for increasing the efficiency of his head. Again, in this case, it is necessary to accurately calculate and analyze the labor efficiency of the service personnel, the degree of their workload. After all, it often happens that the secretaries of an individual leader are not fully loaded with work. In such cases, you should get rid of personal secretaries and create a department of the secretariat serving all the heads of the enterprise (in order to reduce the total number of secretaries).

Problem number 4. Poor management decisions.

Studies show that in firms, about 70% of the working time is spent on activities that are unnecessary for the final result: constant meetings, as a result of which nothing is done, the development of internal reports in excess quantities, the performance of duplicate functions, and other unnecessary work.

Problem number 5. Bad organization of work.

You can often hear complaints from managers that their subordinates too often go out for a smoke break, drink coffee, or just talk during working hours. That's the way things are. But the leaders themselves are to blame. When an employee is assigned a specific achievable task by a certain date, and its completion ahead of schedule will be rewarded, the employee will not waste time in vain. And when there are many tasks, priorities are not set, deadlines are not clearly defined, or the task cannot be completed within the specified time (the employee does not know how to do it), there are no current tasks - in such cases, employees with a clear conscience go to smoke, drink coffee to have conversations with colleagues.

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It is difficult to overestimate the importance of increasing labor productivity in a company. And the significant lag in this area of ​​our enterprises from foreign ones has long been of concern to both the management of Russian companies and high-ranking government officials. But in recent years, the economic situation has made other issues a priority (increasing competition in the markets, developing new projects, purchasing assets, etc.), and the problem of labor productivity has been overshadowed.

Information about the author and company

Tatyana Uteva, general director of the Altai silicate brick plant, Barnaul; candidate of economic sciences. LLC "Altai Plant of Silicate Brick" Field of activity: production of silicate thickened bricks (250 × 120 × 88 mm in size). Number of personnel: 171. Labor productivity indicator: 71 thousand rubles. per person per month. Production volume: 30 million bricks per year.

Dmitry Fedoseev, owner and CEO of Aibolit Plus, Moscow. Aibolit Plus LLC. Field of activity: a network of veterinary clinics, grooming, zootaxi. Number of employees: 100. Annual turnover: 70 million rubles. (in 2012). Labor productivity indicator: 100-120 patients per doctor (per month).

Pavel Kuzmin, General Director of ForestLine, Vologda. Forest Line. Field of activity: design and construction of houses from glued laminated timber (spruce, pine, larch, cedar). Form of organization: CJSC. Territory: production - in Vologda; representative offices - in Moscow, Murmansk, Podolsk (Moscow region), Yaroslavl. Number of staff: 81. Number of house sets produced annually: 48.

Labor productivity is an important indicator of the effectiveness of the work of the staff and the productivity of its activities. In other words, this is the ratio of the volume of work performed and the working time spent on it.

Improving labor productivity is one of the most urgent tasks for any company today.

Of course, labor productivity largely depends on the person himself, on how he organizes his working day. But there are also conditions that depend directly on the company itself.

Our recruitment agency has identified its own ways to increase the productivity of employees, using which you can achieve significant success and significantly increase the level of productivity.

10 ways to increase labor productivity from Osnova+

1. Increasing the level of employee loyalty to the company. Loyal employees are reliable employees who value their job in this company, they are ready for temporary difficulties in the company. Moreover, loyal employees actively strive to do their job well, quickly, and often motivate their colleagues to do the same.

2. Pareto law or "Pareto principle" or "20/80 rule. It sounds like this: "20% of the effort gives 80% of the result, and the remaining 80% of the effort - only 20% of the result." Pareto's law has been used for a long time in measuring efficiency and optimizing results in any field of activity. Simply put, if you choose the right minimum plan of extremely important actions, you will soon be able to get a greater share of the desired and planned result. In fact, this rule has been used by successful people for a long time, but for many it will still be a revelation. Tell your employees about this rule.

3. Proper organization of the workflow (cost reduction), and at some stages of its automation. Especially when it comes to time-consuming and routine tasks.

4. Proper distribution of tasks and delegation of authority. Professionals in their field should solve work issues and tasks; they should not spend their working time doing work in which they are not experts.

5. Clear setting of goals and formulation of tasks, as well as the timing of their implementation. An employee who does not represent his ultimate goal will waste most of his working time. Designate a time for the employee to complete a specific job, and he will complete it on time, focusing on the main thing.

6. Motivating and stimulating staff. No company can succeed without setting employees on fruitful performance of work, on the final result, so it is important to understand what needs your employees have and how they can be satisfied.

7. Improving sanitary and hygienic working conditions (for example, temperature and freshness of the air, extraneous noise), ergonomic conditions, compliance with labor protection rules and ensuring the safety of workers.

8. Creation and maintenance of a healthy socio-psychological atmosphere in the team, a friendly attitude.

9. If possible, allocate areas for rest and recuperation, a place for lunch and a “coffee break”, a gym, provide additional medical care at the expense of the company. This not only significantly improves productivity, but also enhances the reputation of the company itself.

10. Recognition of successes and achievements. The desire to succeed in a constantly competitive environment is of great importance for increasing the self-esteem of the employee and, as a result, the effectiveness of his work. Therefore, do not forget to praise, celebrate victories and achievements. How to do it:
praise or thank the employee in front of the whole team,
congratulations on significant dates,
a showcase of success or a board of honor, which shows, for example, the results of work for the month (week, quarter, half year) and the best employees of the month,
involve an employee in the affairs of the company, where he can be given the right to vote in solving certain production tasks,
assignment of internal titles: "the best cashier", "the best consultant", "the most smiling seller", etc.

This is not at all a costly method, but the effect will not be long in coming.

Labor productivity largely depends on the person himself and how he plans his working day. Of course, a lot is instilled from early childhood and then with age a person becomes smarter and more efficient. But in order to increase and improve existing skills, you need to know the basics of labor organization. To do this, let's take a closer look at what are 12 Ways to Increase Productivity.

To increase labor productivity You need to set yourself a clear goal. Any action must have a goal, despite the fact that you may not know it at all. It is worth thinking about why you are doing this or that thing? Since the person who does not represent his ultimate goal, spend more of his time in vain. And understanding the goal will make it possible to clearly follow the direction towards it, cutting off all unnecessary corners. The clearer the awareness of your goal, the shorter the path to it, and you can thus increase productivity.

Wait. Sometimes waiting may be the best solution for you. Sometimes, not knowing how to increase labor productivity, everything can be solved by itself. You need to stop and wait, and even if the problem does not go away on its own, you will have time to think about your decision.

A smart person will never go uphill. On our way quite often there are various obstacles. No need to try to climb the next mountain, if it is possible to bypass it.

Tired? Have a rest! If you are trying to push yourself to achieve a task that will help increase productivity when you simply don’t have the strength to do it, then you can get even more problems. You need at least some rest. A well-rested person works much better and faster.

Turn around. Periodically, you need to look at what has already been done, and what results this action has brought to you. Analyze if it's worth the effort you've spent.

By studying in detail what the 12 ways to increase productivity are, you can draw the right conclusions for yourself.

Everyone knows that the successful operation and financial well-being of an enterprise often depends on the performance of its employees. Sooner or later, every leader thinks about raising it, and for this you can use any of the effective methods, after choosing the most convenient one for yourself.

Before you use the main methods to improve efficiency, you need to answer a few questions:

• Is it possible to increase labor productivity with the same staff, i.e. without extension?
• Will the company operate at a loss if the staff is increased?
• Is the staff working at full capacity, or is it working at half strength?
• Is there a motivation for higher performance among employees?

Even if the answer to most questions is yes, it is always necessary to move only forward: increase turnover, reduce cash costs, expand the client base, attract investors, etc. All this is possible only with the maximum impact of the staff in their work, and if it is not there, you should pay attention to the most relevant methods for achieving the goals.

Improving labor efficiency: basic methods

Before using any of the methods, it is necessary to determine the scale of the problem: is one employee not giving all the best, or is the whole staff? If certain duties are assigned to one employee and he performs them in a highly professional manner with impressive results, but at the same time, expansion of his duties is required for the best results, other personnel will need to be involved.

The distribution of duties, as well as the calculation (expansion) of resources, are handled by managers. If a situation arises where the distribution of responsibilities between subordinates is required to increase efficiency, the following rules should be followed:

• Competent and adequate requirements for each employee. It is impossible to add new responsibilities if he was already extremely loaded: this will lead to a decrease in his efficiency and deterioration in the results of his activities. It is best to properly distribute everything among several workers so that they work with full dedication;
• Responsibility. Each employee must know his area of ​​​​responsibility: this will reduce the number of his mistakes in work;
• Training in the correct distribution of working time. Before assigning a task to an employee, the manager must determine how much time it will take him to complete it. If the subordinate objects and says that he will not be in time, it is necessary to emphasize that he does not know how to plan his schedule;
• Substantiation of all claims against the employee. If the manager simply reprimands the employee, without giving any arguments, it will look just like nit-picking. It is always necessary to give reasons and explain what actions are expected from the subordinate and what he is wrong about;
• Determination of employee competence. It is important not only to correctly distribute the load among the staff, but also to determine which employee will be able to perform a specific task best. If the subordinate is loaded and obviously will not have time to complete the assignment on time, it is best to give it to another person;
• promotion. Such a measure is of a psychological nature, because if the leader not only punishes, but also encourages, it is easier for the employee to identify his strengths and weaknesses. During gratitude, emphasis should be placed on the personal qualities of the employee, thanks to which he was able to competently complete the task assigned to him.

The situation is much more complicated when labor efficiency is low not for one person, but for the whole team. Here the problem may lie in insufficient motivation or improper selection of personnel when hiring. In this case, it is necessary to study in detail several factors:

• The number and composition of the team;
• Labor relations between employees and the manager;
• Compliance with corporate regulations.

Theoretically, corporate standards exist in every company, but some prefer to approve them in writing. They describe in detail the social relations between all employees of the enterprise, from junior specialists to management.

Many people think that labor productivity can be increased by increasing the number of employees, but this is not at all the case. The optimal number of staff is from 7 to 11 people, while it is desirable that they be of different ages and psychotypes. In this case, due to different points of view in the department, disputes and even serious conflicts can often arise, but it is thanks to such situations that it will be possible to find the right solution to the problematic issue.

The best way to increase the efficiency of the entire team is to create favorable relationships within it, as well as competent motivation. In the latter case, employers can develop their own bonus systems, thanks to which each employee will be motivated to perform their job duties better, which will ultimately lead to an improvement in the performance of all staff.

Working conditions are also of great importance: it is important that employees have all the equipment for better performance of labor tasks, as well as comfortable workplaces. If an employee feels discomfort or lack of resources, you should not expect high performance from him.

The main problems that a leader may face

To increase the efficiency and profitability of the enterprise, some employers prefer to create a huge staff of their deputies. Ultimately, this leads to the fact that there are 2-3 bosses per ordinary employee, and this only interferes with favorable work activities, because most of the time they will spend only discussing their actions.

Most often, a large composition of managers leads to a decrease in the performance of the entire team, because for the most part, due to the low workload, to create the appearance of work, deputies have to convene unnecessary meetings and constantly demand unnecessary reports and other documents from subordinates. When compiling them, ordinary workers spend time that they could use to solve other, more important tasks for the enterprise.

Another problem that is typical for most enterprises is the large number of ordinary personnel: drivers, secretaries, etc. Sometimes there is one secretary for each manager, which, of course, facilitates his work, and sometimes almost completely frees him from labor duties (theoretically). All employees need to be paid salaries, and not every one of them is profitable for the organization, so downsizing can improve the financial well-being of the company.

The third and most common mistake of leaders is the wrong organization of the work process. If employees drink coffee too often, go out for smoke breaks or constantly talk, it interferes with the effective performance of the work duties of the entire team. To avoid such a problem, it is enough to give tasks to employees indicating specific deadlines and the type of incentive (bonus, time off, etc.), and then they simply will have neither the desire nor time to be distracted, because they will be well motivated.

Improving the efficiency of store employees: a sample program

At retail outlets, the results of the work of the staff directly affect profits, so the following methods can be used to increase efficiency:

• Preparation of job descriptions for all employees;
• Deprivation of bonuses and bonuses for violation of labor regulations;
• Carrying out certification of personnel;
• Analysis of the work of employees in order to identify the most active and best;
• Development of a bonus system;
• Creation of systems of material incentives for the most successful employees, when their salary, in addition to the salary, will depend on the number of sales and turnover in general;
• A fair deduction from the salary for absence from work without a good reason.

Abuse in some ways can lead to large-scale layoffs of employees of their own free will, so it is very important to be able not only to punish, but also to encourage staff, observing the measure in everything.