KEEPING UP WITH A CHANGING WORKPLACE


Workplaces are changing—both physically and structurally. As organizations strive to keep up with the evolving ideas of “work”, one of the major challenges for management is monitoring and maintaining productivity.


The challenge is, most organizations don’t have a clear understanding or definition of what constitutes “productivity”, and even fewer know how to measure it. A study by human capital management leader, ADP Canada, found that 90 per cent of organizations don’t feel they have meaningful productivity metrics1


. This is


particularly challenging in knowledge-intensive industries, like professional services or technology where output metrics are often limited to billable hours.


ADP’s Chief Financial Officer, Russell Wong suggests productivity tracking in these types of industries should look at factors like how effectively objectives are met and where employees are spending their time. With a focus on objectives, employees can work flexibly, focusing on goals and high-value tasks. “Approach productivity from both an organizational and an individual perspective by aligning finance and HR in supporting team leaders,” Wong says.


AT THE ORGANIZATIONAL LEVEL 1. Define success: Whether it is revenue growth, the number of customers served or reducing time-to-market for new products, it’s important the entire leadership team is aligned on what constitutes productivity.


2. Define milestones: Use shorter-term goals to motivate teams with immediate successes. Combined with more ambitious annual milestones, you can build a measurable, step- by-step plan to improve productivity over the longer term.


3. Track and Measure: Accountability is key. Go beyond simple tracking to truly understand and demonstrate correlations between productivity and corporate goals, and to share progress with the team.


AT THE EMPLOYEE LEVEL 1. Set individual productivity goals: Managers have the best perspective on how their teams support productivity. They should work with employees to build goals that align with quarterly and annual targets.


2. Get employee input: A recent ADP poll found that nearly half of Canadian employees feel they aren’t as productive as they could be2


. Make sure your managers


are getting employee input and alignment on the goals, and checking in regularly to ensure they are able to achieve the objectives.


3. Know your strong (and weak) points: By aligning finance and HR around productivity, you can put systems in place that can pinpoint the groups and employees who are succeeding and which need support. These can be a combination of technology solutions and regular checkpoints at the manager and executive level.


HOW ADP CAN HELP Over the course of three years, organizations experienced savings of $1.5M and over 4000 hours of reduced administrative work by implementing ADP Workforce Now® Comprehensive Services, according to a commissioned study conducted by Forrester Consulting on behalf of ADP3


The reduction in administration work gives time back to work on strategic initiatives - such as productivity.


To learn more about how ADP Workforce Now® Comprehensive Services can help, visit adp.ca/HR-CPA


1 Source: Canadian Financial Executives Research Foundation study, “Understanding productivity through the lens of Finance”, April 2017. 2 Source: ADP Canada Sentiment Survey, October 2016.


3 Source: A commissioned study conducted by Forrester Consulting on behalf of ADP, Total Economic Impact (TEI) study, April 2017.


The ADP logo, ADP and ADP Workforce Now are registered trademarks of ADP, LLC. ADP A more human resource. is a service mark of ADP, LLC. All other marks are the property of their respective owners. Copyright © 2017 ADP Canada Co.


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