PRODUCTIVITY

Satisfaction breeds productivity

The relationship between productivity and profit is as direct as one can be. We assume productivity is already a top priority for your organisation.

But productivity isn’t just an operations game that’s all about optimising workflows. Your HR practices – in both recruitment and management – can make or break your employee productivity. Let’s dive in.

 

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Happy employees are productive workers

Keeping your employees satisfied is important. They’re human beings and you care about them, and not only for the professional skills they bring to the table. But looking after your workforce isn’t simply an altruistic act. When you invest in your employees’ happiness, you’re also improving your bottom line.

Research and studies reveal that organisations with happy employees are more engaged, and on average these satisfied workers bring in 2.5 times the revenue of their less engaged competitors.

When your workers are happy, they’re more collaborative, more productive, and more likely to stay with your organization. This ultimately enhances the reputation of your employer brand and helps you access a stronger applicant pool in the long run.

 

Focus on the day-to-day

Typically, when employers are told to improve their employees' happiness, they interpret that to mean “pay them more”. And while paying a decent wage is always important, money isn’t the only thing that matters to employees.

Flexible work arrangements, generous parental leave policies, and wellness benefits go a long way in making employees feel valued as people, not just workers.

 

Soft skills: the new hard skills

When it comes to recruitment, employers typically prioritise work experience and education qualifications. And while those are definitely important, they shouldn’t be the only thing you consider when making a hire.

There’s something to be said for transferrable and basic skills. These are innate skills that are applicable in any role or industry, like communication, critical thinking, leadership, attention to detail, creativity, and work ethic.

These skills impact an employee’s productivity from every angle. High attention to detail indicates that employees are more likely to get things right the first time, instead of wasting time fixing mistakes. Strong communication skills mean tasks are done at the right time and not repeated unnecessarily. Creativity and critical thinking help employees innovate to find new, better ways to do things.

 

Employees get more done when they show up

While this is obvious, you may not realise just how simple it is to reduce absenteeism by making deliberate choices when hiring. As an employer, it’s your job to hire people who prioritise integrity, work ethic, and safety, and for you to promote these values in the workplace.

While everyone gets sick from time to time, employees with integrity and strong work ethic are less likely to apply for unnecessary or last-minute leave. Safety-conscious employees have fewer workplace incidents, meaning fewer absences long-term.

 

Criteria can help you identify these reliable employees

Criteria’s toolkit is brimming with assessments, strategies, and interview approaches that you can use to find strong candidates and get the best out of your employees.

 

Identify soft skills before you hire

It’s hard to assess soft skills when hiring, but Criteria’s CEO, Josh Millet, has his interview questions down to a science. He focuses on questions that reveal a candidate’s attention to detail, adaptability, and active listening skills. Check out the top three questions he asks every candidate. Feel free to steal them for yourself!

But if you’re looking for an even better way to learn about these soft skills, our psychometric assessments are designed to find the information you can’t gain from an interview or resume alone.

A market research firm tested the Criteria Basic Skills Test (CBST)’s ability to predict candidates’ productivity. Their research associates took the CBST and the firm assessed their productivity ratings. The productivity ratings of those who passed the CBST were 63% higher than the ratings of those who failed. You can see the full case study here.

Our research also shows a strong correlation between emotional intelligence (EI) and resilience – a soft skill that improves your productivity by ensuring you continue producing quality work during tougher periods.

Emotify measures candidates’ EI so you know their capabilities when it comes to perceiving and managing emotions, and by extension their capacity for resilience.

 

Predict employee attendance

Criteria has multiple assessments that can be used to assess a candidate’s integrity, work ethic, and safety values – which ultimately predict their likelihood to show up to work.

A data management company used the Workplace Productivity Profile (WPP) to test their call centre employees’ integrity. Then, they compared WPP scores with their attendance ratings. Employees with medium or high WPP scores were 4 times more likely to have good attendance than those with low scores. You can read the full case study here.

Combining different types of assessments is an excellent way to get a well-rounded view of each of your candidates. An emergency services provider used cognitive, integrity, and EI assessments during their hiring process to evaluate their potential new hires. When compared with those who hadn’t taken the assessments during recruitment, the new hires showed a 19.8% reduction in sick leave hours taken and a 76.7% reduction in workers’ compensation claims. Learn more about their findings in the full case study here.

 

When it comes to increasing your organisational productivity, it’s important to think outside the box. Both strategic recruitment and stellar treatment of your staff will pay off, guaranteed.

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