The ‘KPI’ is a term we’re all familiar with. It’s how we assess our products, how we state our goals and when we want to achieve them, and how our supervisors communicate what we’re expected to do. Companies and other organizations are increasingly discovering that holding everyone to a single consistent standard isn’t the best way to do business.

Insights from domains like behavioral economics and psychology show that different people are motivated by different things and react to situations in different ways. Managers can improve their grasp of what makes each of their staff tick in order to increase productivity.

Psychology, economics, and behavioral sciences in general can help increase workplace efficiency and even modify how you communicate KPIs with your staff.

Provide Positive Encouragement To Staff On A Regular Basis.

According to Jones, research has shown that positive reinforcement is more beneficial than negative feedback.

Here are some pointers on how to run a fruitful meeting.

Jones advises employers to take the time to celebrate their employees’ accomplishments and to offer performance-based bonuses and financial incentives.

Too many employers place too much emphasis on compensation and make the error of believing that pay or bonuses are what motivate employees. However, research suggests that monetary reward isn’t what drives long-term productivity. To accomplish well, people require an internal drive. They are likewise concerned with being recognized.

Individual productivity and engagement have been found to be boosted by recognition. It also aids staff retention and is linked to fewer workplace accidents and more customer satisfaction. Making a culture shift to prioritize recognition isn’t always easy for certain businesses, so adopting gamification to do so in real-time can be really beneficial.

Instead Of Focusing On Duties, Concentrate On Accomplishments.

Your employees value accomplishments over just doing daily duties and assignments. These should be important to you as well. According to a 2013 survey, 83 percent of respondents believed that receiving recognition for their contributions to the firm was a more rewarding reward than receiving any other type of present. Do you believe that paying your staff a bonus is sufficient? While it is obviously beneficial, 70% of respondents indicated the most valuable acknowledgment has no monetary value.

According to Gallup, employees who receive praise and recognition on a regular basis have higher individual productivity and engagement among their coworkers. They were also less likely to quit their jobs, had fewer on-the-job injuries and had higher customer satisfaction levels.

It’s simple to track task completion, especially if the outputs are concrete and measurable. Accomplishments, on the other hand, necessitate a completely different method of measuring, especially when comparing the objective to the subjective sense of performance and accomplishment. Perhaps the most effective way to assess achievement is to look at how employees are doing in terms of achieving the organization’s long-term objectives.

Position Emotions

When people are happy, they thrive. When our mood improves, we set greater goals and work harder to achieve them. We’re less stressed and tired, and we’re more cooperative and problem-solving as a team.

How do we make people happier, though?

When people are asked to write down their gratitude on a regular basis, brain scans show that activity in the area of the brain associated with happiness increases. Of course, it’s difficult to force happiness, but when we create a “grateful mindset,” happiness might sometimes accompany us.

These concepts have been implemented in novel ways by several organizations. Individuals can, for example, propose someone or something for which they are grateful by including ‘appreciations’ as a standing agenda item at the start of staff meetings. By pausing the hectic reality of work and pausing to give thanks, this culture of thankfulness might help reduce stress levels.

To begin a meeting, a simple shout-out or expression of gratitude could be used. Three examples:

  • “I owe Mary a debt of gratitude.” She stayed late last week to show me how to finish my spreadsheets, and I’ve been completing them on time since then.”
  • “I’d want to thank Hassan for assisting me with a presentation debriefing yesterday, despite the fact that it wasn’t his team’s responsibility to do so.”
  • “I’d want to express my gratitude to the kitchen crew and catering firm for providing great cuisine for our celebration last week.”


Realistic goals backed up by precise activities are frequently the source of success. It is vital to have work accomplishments in order to motivate oneself to grow and prosper.

Leaders can help their employees achieve their goals by incorporating their abilities into future discussions about the company’s objectives. Asking strengths-based questions, for example, can make employees feel respected and valued.

These are some of the inquiries:

Tell me about a previous accomplishment that you are very proud of. It could be work-related or not. Is there a time when you really went above and beyond?

Which of your main strengths do you believe contributed to this outstanding result? Which skills did you show off at the time? Taking an interest in your employees’ skills and seeking new methods to apply them toward agreed-upon goals or professional development challenges can be as simple as coaching them. It encourages a collaborative culture of sharing experiences and learning through enhancing trust between you and your staff.

This is a genuine win-win situation, much like so many other Positive Psychology principles.

Taking A Break Now And Then Improves Your Performance.

This is another one that defies logic. Our brain, it turns out, can only do so much before becoming fatigued and less productive. According to studies, the best working time is 52 minutes with a 17-minute rest in between. This isn’t to argue that you should make sure your staff takes a 17-minute break every 52 minutes, but it does emphasize the fact that getting up and refreshing your body and mind allows the brain to reset and resume functioning refreshed.

Taking the effort to look at productivity from the perspective of your employees will undoubtedly benefit your firm in the long run. You’ll notice that employees begin to take ownership of various aspects of the company and put a lot of effort into it; that your company’s brand is perceived differently and that recruiting isn’t as difficult as it once was; and, perhaps most importantly, that your workplace feels different, and the entire work experience feels more positive, meaningful, and enjoyable.

Flexibility Is Essential.

A new workforce is challenging traditional work practices, requiring employers to be open to new ways of thinking as well as new ways of working. With the capacity to connect from anywhere, an increasing number of employees are requesting to work from home, and for good reason. According to a Harvard Business Review study, employees who work from home are 13 percent more productive. To put things in perspective, that adds up to another work day of productivity per week.

Most professions can now be completed from anywhere with an internet connection thanks to cloud services, video conferencing, and group chat technology. Expanding beyond the physical workplace opens up a plethora of new alternatives and opportunities for organizations that have the foresight to seize them.

Validate The Feelings Of Your Staff.

If employees express concerns or resistance to change, Jones advises validating their feelings before proceeding with the discussion. This can assist them in becoming more receptive to comments.

Jones concludes, “Simple psychology works.” “Psychologists study humans for decades in order to better comprehend their motives and functions. Rather than dismissing their efforts, begin utilizing recent psychology studies “to increase staff productivity and profit for the company

A Message for Everyone

You may generate a motivated staff by providing positivity, engagement, connection, significance, and appreciation. This will make people want to come to work and desire to help the firm progress bit by bit.

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