{"id":1070,"date":"2019-05-29T00:00:00","date_gmt":"2019-05-29T00:00:00","guid":{"rendered":"https:\/\/sage-new-clone.local\/en-au\/blog\/?p=1070"},"modified":"2026-02-10T22:09:33","modified_gmt":"2026-02-10T11:09:33","slug":"7-ways-to-boost-productivity-in-the-workplace","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-au\/blog\/7-ways-to-boost-productivity-in-the-workplace\/","title":{"rendered":"7 ways to boost productivity in the workplace"},"content":{"rendered":"
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\n\t\t\t\t\t\t\tManaging people<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t
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\n\t\t\t\t\t\t7 ways to boost productivity in the workplace\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n\t

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\n\t\t\t\n\t\t\t\t\"\"\t\t\t\tLuke Thomas<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n

What do employees value most in the workplace? Our global survey reveals the key motivators that can help you boost workplace productivity.<\/h2>\n\n\n\n

Is your team too busy to get any work done?<\/p>\n\n\n\n

It may sound like a silly question, but consider how many days you\u2019ve started with a set to-do list, then got waylaid by meetings and emails. Sound familiar?<\/p>\n\n\n\n

Over a third of 3,500 employees we polled admitted to being productive for less than 30 hours a week. That means a whole day a week they\u2019re \u2018working\u2019 but not actually getting any work done.<\/p>\n\n\n\n

Our research \u2013 \u2018Why your workforce isn\u2019t working\u2019 \u2013 revealed some intriguing takeaways about what workers really want, and the secrets to productivity in the workplace. Here are seven findings from the research, and what they reveal about how to boost productivity.<\/p>\n\n\n\n

1. Offer flexible and remote working<\/strong><\/h2>\n\n\n\n

81 percent of employees we polled placed importance and value on flexible working<\/a>. Today, employees are \u2018always on\u2019, work longer hours, and \u2013 at times \u2013 weekends too. Yet the traditional model of being in the office 9-5 often remains the same.<\/p>\n\n\n\n

Why shouldn\u2019t employees work from 7 am and finish earlier if they\u2019re more productive in the mornings, or have international calls first thing? Why should parents have to miss the school run just to be seen to be in the office, when they may be working long evenings too?<\/p>\n\n\n\n

Consider your flexible and remote working<\/a> policy. If it doesn\u2019t reflect how your employees want to work, it\u2019s time to update it.<\/p>\n\n\n\n

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Free research report: The changing face of HR<\/h2>\n\n\t\t\t\t\t\t\t\t\t
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Seismic shifts in the way organisations operate, work, and manage their people are occurring. We surveyed 500+ HR leaders to discover how they are responding.<\/p>\n

Uncover insights on how to stay ahead and transform HR from a process focused function to a people driven business.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tDownload Report<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n\n\n\n

2. Cut the ping pong tables and office games<\/strong><\/h2>\n\n\n\n

A tiny 5 percent of respondents said they value office games such as ping pong tables in the office. In fact, more than half of employees (53 percent) think having games in the office is distracting and decreases productivity.<\/p>\n\n\n\n

Yet, unbelievably, 40 percent of employers think games in the office are important to employees.<\/p>\n\n\n\n

It\u2019s time to re-consider office games in the workplace and ask yourself: are they really adding value?<\/p>\n\n\n\n

3. Show employees you value them<\/strong><\/h2>\n\n\n\n

What employees did want instead of office games was clear from our research: feeling valued in the workplace and being recognised for the work they did. 66 percent of respondents said this was vital.<\/p>\n\n\n\n

Workers aren\u2019t motivated by company outings. They just want their employer to say: \u2018great job\u2019. They want to feel that their company values their contribution.<\/mark><\/p>\n\n\n\n

There are endless possibilities to the ways companies can do this \u2013 from training for managers to continuous feedback, or peer-to-peer recognition, right down to just saying a simple \u2018thanks\u2019.<\/p>\n\n\n\n

4. Show that you support your workers\u2019 wellbeing<\/strong><\/h2>\n\n\n\n

39 percent of respondents said they believed HR and People teams could do more to improve wellness at work.<\/p>\n\n\n\n

Whether it\u2019s offering subsidised gym memberships, providing free fruit, ensuring there\u2019s mental health support in place, or demonstrating at a wider level that the company values employee\u2019s health and wellbeing through an instilled culture, this is something that\u2019s flying up the priorities list for workers. Companies need to pay attention.<\/p>\n\n\n\n

5. Ask employees for their views<\/strong><\/h2>\n\n\n\n

Want to know how to boost productivity in the workplace<\/a>? Ask your employees what they think.<\/p>\n\n\n\n

Just 12 percent of workers we spoke to are asked on a regular basis what would improve their experiences at work. Almost half (47 percent) had never been asked at all.<\/p>\n\n\n\n

Make sure you demonstrate you\u2019re listening by communicating what and how you\u2019re changing \u2013 and the rationale if some things can\u2019t be changed right now.<\/p>\n\n\n\n

6. Understand what the data says<\/strong><\/h2>\n\n\n\n

34 percent of workers felt organisations could increase their value if they used data to inform HR and people decisions<\/a>.<\/p>\n\n\n\n

When it comes to understanding more about your people and their productivity, look at your highest performing teams and see what patterns and insights emerge. Apply data science to your people analytics to test hypotheses and understand what they respond positively to.<\/p>\n\n\n\n

Companies don\u2019t make decisions on supply chains<\/a>, their finances or distribution based on intuition \u2013 so why should they do the same when it comes to their people?<\/p>\n\n\n\n

7. Create a great employee experience<\/strong><\/h2>\n\n\n\n

The standout takeaway from our research? A staggering 78 percent of respondents said their overall experience as an employee had a huge impact on productivity.<\/p>\n\n\n\n

This jumps to 92 percent for the younger generations \u2013 a demographic that will make up 50 percent of the workforce by 2020.<\/p>\n\n\n\n

Everyone is driven by different goals and aspirations. Some employees are motivated by money. Others want a great work-life balance.<\/p>\n\n\n\n

Organisations need to make it a priority to know what motivates their people, to help create positive experiences that bring out their best work.<\/p>\n\n\n\n

Being a \u2018People Company\u2019: your guiding principle<\/strong><\/h2>\n\n\n\n

A third of employees saw their HR or People\u2019s team role in creating positive experiences at work \u2013 so HR and People teams need to lead this cultural transformation. However, they can\u2019t do it alone. The entire top table needs to be responsible for delivering positive experiences across the workforce.<\/p>\n\n\n\n

The better an employee\u2019s experience at work, the more engaged they are, the more productive they can be, and the more the business benefits.<\/p>\n\n\n\n

Ultimately, it comes down to whether your business is a People Company<\/a>. Are you an organisation where your people are the most valuable asset, and where company success is dependent on their workforce being successful?<\/p>\n\n\n\n

Do your people know this is the case? Most importantly, do you demonstrate it to them?<\/p>\n\n\n\n

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Free research report: The changing face of HR<\/h2>\n\n\t\t\t\t\t\t\t\t\t
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Seismic shifts in the way organisations operate, work, and manage their people are occurring. We surveyed 500+ HR leaders to discover how they are responding.<\/p>\n

Uncover insights on how to stay ahead and transform HR from a process focused function to a people driven business.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tDownload Report<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n\n\n

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Subscribe to the Sage Advice Newsletter<\/h2>\n\n\t\t\t\t\t\t\t\t\t
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Get a roundup of our best business advice in your inbox every month<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tSubscribe<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

\t\t\t\tWhat do employees value most in the workplace? View the results from our global survey of 3,500 employees to help you unlock better workplace productivity.\t\t<\/p>\n","protected":false},"author":845,"featured_media":1890,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_sage_video":false,"post_featured_image_hide":false,"footnotes":""},"categories":[90,74],"tags":[154,222,235,234],"business_type":[9],"context":[],"industry":[],"persona":[107,103],"imagine_tag":[42,65,25,40],"coauthors":[277],"class_list":["post-1070","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-managing-people","category-people-leadership","tag-employee-benefits","tag-hr","tag-people-company","tag-workplace-flexibility","business_type-medium-sized-business"],"sage_meta":{"region":"en-au","author_name":"Luke Thomas","featured_image":"https:\/\/www.sage.com\/en-au\/blog\/wp-content\/uploads\/sites\/5\/2020\/04\/7-ways-to-boost-productivity-in-the-workplace_resize.jpg","imagine_tags":{"42":"Enterprise business","65":"HR and Payroll","25":"HR software","40":"Mid-sized business"}},"distributor_meta":false,"distributor_terms":false,"distributor_media":false,"distributor_original_site_name":"Sage Advice Australia","distributor_original_site_url":"https:\/\/www.sage.com\/en-au\/blog","push-errors":false,"_links":{"self":[{"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/posts\/1070","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/users\/845"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/comments?post=1070"}],"version-history":[{"count":0,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/posts\/1070\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/media\/1890"}],"wp:attachment":[{"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/media?parent=1070"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/categories?post=1070"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/tags?post=1070"},{"taxonomy":"business_type","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/business_type?post=1070"},{"taxonomy":"context","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/context?post=1070"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/industry?post=1070"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/persona?post=1070"},{"taxonomy":"imagine_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/imagine_tag?post=1070"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/coauthors?post=1070"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}