Time to productivity alone won’t offer a complete picture. To accurately track time to productivity, you also need to have a sense of overall workforce and individual employee productivity.
Here are three standard metrics for calculating productivity in your organization, and how to track them.
How to Measure Time to Productivity
To get a better sense of time to productivity, you need to set a benchmark by assessing productivity across the workforce.
To measure workplace productivity, divide the workforce’s total output (typically in dollars generated) by the total input (typically measured in hours worked). The resulting number is your workforce’s labor productivity rate.
For example, if your workforce generated $50,000 across 1,000 hours of labor, then your labor productivity rate is $50 per hour. Now you have an organizational benchmark for comparing individual productivity.
Individual Employee Productivity
Determining the levels of individual productivity is a bit more complex. To measure the productivity of each worker, you need to determine key performance indicators (KPIs) for each role.
Every role in your organization requires different inputs and produces different outputs. Before you can assess an employee’s role-based productivity, you need to standardize your expectations. If you’re measuring productivity in your customer service agents, for example, you might look at the average time an agent takes to resolve a call as a measure of productivity. If you’re monitoring sales teams, you might consider the dollar amount sold by each sales representative across a time frame.
One way to determine specific KPIs is to look at the role’s job description. Depending on the complexity of the role and the number of duties assigned to it, you’ll likely have a few KPIs per role. From there, you can follow a similar productivity formula to the one you used for the workforce as a whole.
To measure employee productivity, divide each employee’s output by their input to determine their average productivity rate. If a sales rep sells $20,000 in 100 hours’ worth of prospecting and sales calls, their average productivity is $200 per hour.
Of course, directly generated sales revenue likely isn’t the only KPI your sales team will use. Say this sales rep also spends five hours optimizing sales processes, which helps the team as a whole produce an additional $1,500 during that time frame.
To calculate productivity across both KPIs, add the total outputs and inputs, and follow the same formula. In this case, the sales representative is generating $21,500 in 125 hours, resulting in a productivity rate of $172 per hour.
New Hire Time to Productivity
To measure time to productivity for new hires, use the KPIs you’ve generated for each role. Track the time it takes new hires to hit their KPIs (managers can record data like this in your onboarding or performance management software). Add up the total number of days for all new hires to achieve their KPIs, and divide that by the number of new hires.
If it takes 450 days for five new hires to make their KPIs, for instance, then the average time to productivity for that new hire cohort is 90 days.
Keep in mind that new hire time to productivity will vary by role because each job has different KPIs and levels of complexity. After all, it’s usually easier to get an entry-level sales associate up to speed than a senior-level project manager who takes over a role with lots of complex moving parts.