Increase Worker Output Without Increasing Employee Headcount

If your company is like most organizations these days, your staff is being asked to do more with less. And sometimes that old adage is the way to go. However, there are ways to increase the workload and subsequent output of staff without adding to headcount.

Start by considering whether this is a long-term change or just a temporary situation. People are more likely to put out an extra bit of effort if they know it won't be for the long haul. Just remember that longer hours or work weeks will eventually result in negative returns due to error rates and a tired workforce, so it would be wise to limit the amount of extra effort required.

On the other hand, if there is likely to be a permanent increase in production without an increase in staff, then you might want to take a look at how you currently do things in order to ensure processes and procedures are being handled in the most efficient way possible.

This naturally leads to considering if each team member is doing what needs to be done in the most efficient way possible. Getting more out of people is really about working with each of them to determine how they currently function.

Often times we do the same thing repeatedly because no one ever told us to do it differently; the old don't-fix-what's-not-broken syndrome. The problem is that sometimes it's broken, but we just don't know it. Encourage people to take a look at their job and assigned duties and ask themselves "Is there a better way? What can be automated, eliminated, or outsourced."

Remember that employees who enjoy their work have higher productivity rates. Offering variety and challenge along with diverse work assignments can motivate workers. Being involved in the decision making and planning process can go a long way in making employees feel engaged and appreciated, boosting their productivity.

In fact employee engagement is a key element to employee productivity. It makes workers feel connected - not just to their co-workers and supervisor, but also to the company and its goals.

Another piece of the puzzle is to ensure that you communicate regularly with your staff. Let them in on what's going on, at least as much as you know or are allowed to divulge. Keep them engaged by making sure they see the importance of their role. Make sure to establish agreed upon goals and outcomes so there are no surprises or questions later on. And one of the most important parts of communication: reward them with words. Praise them for a job well done.

If you are straightforward with your team, they will be there for you. And you'll be able to increase your output without increasing your headcount.