How To Create A Productive Workforce In 3 Steps

    Productivity, especially in a lean workforce, is in high demand. Companies often get what they pay for, and hiring skilled workers who produce positive results on the job is a dream scenario for most HR managers. What happens when an employee is too productive? Too qualified? Too proactive to implement change? Is that exactly what the workforce demands of its employees, or is it exactly the scenario that will end in frustration and worst of all, loss of profits?
    user-circle Credly
    hourglass-01 3 min read
    Two young businesswomen having a meeting in the office sitting at a desk having a discussion with focus to a young woman wearing glasses-1

    According to the Academy of Management, unless productivity exactly conforms to a manager's expectations, it typically has the exact opposite intended effect on the organization. For instance, if an employee initiates change but ends up being wrong about a process they’ve implemented, it may very well end up costing the organization money. Alternatively, in an attempt to be more productive, an employee may offload some of their work to a colleague, thus making the rest of the organization unproductive.

    How can you encourage the right amount of productivity in your workforce in a way that suits both employees and the organizational bottom-line? Here’s how to create a more productive workforce in three steps:

    Hire candidates based on their proven skills

    Do not only recruit people base on their previous job titles. On paper, you probably wouldn’t jump to hire a mechanic to install your organization’s security software. But what if, in addition to being a mechanic, that individual also has the verified credentials to perform the job of an IT manager? If a candidate has proof of skills, use that as a benchmark for candidacy. Those who upskill in preparation for a job change show initiative that translates into productivity. [Learn how to build an efficient skills-based hiring process] 

    Help employees connect their career goals with the skills the organization needs

    Learning and development are good for everyone. It’s cheaper to train existing employees to do the tasks your company needs to accomplish than it is to hire externally, so find out what your workforce wants to achieve and offer them digital credentials as proof of that learning. You’ll have a database of competency at your disposal, and your employees will have job satisfaction. Win-win.

    Celebrate productivity

    Studies show that happy employees are productive employees. If an employee finds a way to save time, money, or resources, be sure to celebrate it. This is a great use-case for company-specific digital credentials, where companies like IBM and even Credly badge for the skills they want their workforce to possess.

    If you’re interested in learning more about how to identify skills in your workforce, speak to our team today!

    Schedule a Demo

    Read More

    6 Ways A Talent Investment Platform Can Create Engaging Career Paths For Your Workforce

    The workforce of the future must be as agile and adaptable as the organizations they work for.
    Learn more

    Market & Grow Your Product Certification Program with Digital Credentials

    Certification breeds loyalty, creates community, and gives users a reason to continue their...
    Learn more

    Investing in Employees: What if We Train Them and They Leave?

    In times of economic uncertainty, Learning and Development budgets are often the first to be...
    Learn more

    The Upskilling Imperative: The ROI of Investing in Your Organization’s Future

    In the quest to maintain an edge, one of an enterprise’s most vital resources is its...
    Learn more

    Empowering Employees through AI Upskilling with Digital Credentials

    For most professions, the impact of artificial intelligence (AI) can’t be overstated....
    Learn more

    Can Your Organization Save Money by Investing in Talent Retention?

    And there’s data to back that up: according to Gallup, the cost of replacing an individual...
    Learn more

    Ready to Get Started with Credly’s Acclaim platform?