Enhancing employee productivity: demystifying organisation culture

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OPINION

By Dr. Davis Malowa Ndanyi

Organisation culture (OC) is the shared values, beliefs, attitudes and behaviours that characterise an organisation. 

Edgar Schein, (2013) defines OC as a pattern of shared basic assumptions that a group learns as it solves its problems of external adaptation and internal integration which has worked well to be regarded as valid to be passed over to all members of the organisation as the way to move and further the interests of the organisation.

How does Organisation culture stimulate employee productivity?

A number of arguments are discussed below.

There is need to align culture and productivity goals.  For productivity to take place you need to take stock of the current cultural trends and the productivity drivers and you establish the areas of convergence and conflict, once this is done then you align the organisation culture towards the productivity goals through re-enforcement of employee behaviour and values while mitigating any shocks.

Empowerment of employees is pertinent.  Employees require provision of adequate work enablers such as computers, internet services, research workrooms, ergonomic sitting furniture, good work ambience.  As long as these enablers are provided by the organisation, employees will be encouraged to be innovative, creative and productive.  Employee recognition and reward management strategies are big game changers in the day today work performance.

Leadership by example is another game changer.  Organisational culture where leadership is shrouded with exemplary performance, mentorship and coaching, employees are equally motivated to learn the behaviours and values as demonstrated by their leaders.  Employee training and development create a culture of productivity and continuous improvement.  Exemplary leadership provides a conducive, consultative, engaging and a productive work space.

There is need to strengthen employee performance monitoring and evaluation, this plays a critical role in the life of employees. Organisational culture should be utilised to continuously monitor organisational culture and consciously develop productivity metrics to assess areas that need improvements, hence the need for OC in organisational development.

The need to identify productivity drivers is important for employee productivity.  Each organisation is special and has unique characteristics that determine her productivity, factors such as recognition and rewards systems, communication systems, leadership styles, team work strategies, collaboration approaches, opportunities for growth etc.  These drivers are critical in trying to harness employee performance and productivity.

Creation of a culture of collaboration is vividly paramount.  Employees are motivated to work happily and enthusiastically whenever; the organisation cherishes team work and collaboration through working in teams and consultatively.  In this way employees are able to fit in the organisation with ease and hence motivated to align their department goals with the organisation’s bigger picture.

Effective organisation communication is critical for employee productivity.  Employees are motivated when they see high scores of effective communications in the organisation.  Whenever, employees are clearly informed of what is going on in terms of clear organisational performance indicators, available resource utilisation, up to date performance drivers, these factors trigger employee performance and hence support employee productivity.

Deliberate employee work life balance strategies is very important.  When an organisation deliberates supports and facilitates employee work life balance spaces, it improves employee wellbeing, reduces burn out and it enhances job satisfaction.  Through work balance initiatives, employees become energised, focused, and above all more productive since they feel supported to man their personal and professional errands.

A culture that promotes continuous learning and development is the way to go, because, a culture of learning by providing opportunities for skill development and career advancement greatly motivates her employees.  When employees have access to the on-going learning and development opportunities, they feel more energised, motivated and engaged and hence enhanced productivity for the organisation.

A positive and supportive organisation culture can go places to attract and retain her talented skilled employees to enable them appreciate the efforts of the organisation in motivating them and supporting them to be exceptional performers in the productivity continuum.  This obviously triggers employee productivity for the organisation.

Provision of direct perks to staff is another game changer, perks like the 13^th cheque for all employees, health insurance schemes, team building initiatives, and working tea and lunches to all staff. Such motivation initiatives, will attract and retain staff to deliver to their fullest.

Deliberate organisational focus on efficiency metrics as part of the organisation culture supports the employees to minimise wastage, optimise workflow efficiency and also checks on resource utilisation such as time, materials, technology and hence enhanced employee productivity.

In sum, organisational culture plays a pivotal role in shaping, development and functionality of the human resource.  The key drivers to employee productivity, in summary include but not limited; effective leadership, recognition and rewards effective communication, empowerment and authority, resource availability, performance feedback and coaching, incentives for innovation etc.  The implication here is that the organisational culture is so prominent in propelling employees to perform to their expectation.

The Author is an Academic and a Human Resource Management practitioner