Source: AMEInfo.com
March 9, 2008

Lack of job recognition in the region's workplaces is the biggest barrier to employee productivity, the results of a recent poll conducted by Bayt.com have found.

41% of the surveyed respondents cited that little/ or the lack of credit for their efforts causes their productivity levels to wane. The ambiguity of roles at 30% also stops people from giving their best at work; while 14% felt that having no say in the decision making process negatively affects their productivity.

The overwhelming result of the poll that directly links lack of recognition to low productivity levels comes on the back of a recent Bayt.com survey into performance appraisals, which found that while 71% of all workers receive either a quarterly, half-yearly or yearly performance appraisal, 50% stated that they had no feedback on how they were doing.

Interestingly, just 11% of those surveyed in the productivity poll stated that the difficulty to find a good work/life balance stopped them from being productive, despite the issue receiving a lot of attention as a fundamental driver of poor productivity at work.

The productivity poll series conducted by Bayt.com sought to assess the drivers and obstacles to productivity in the region's workplaces and to uncover the motivating factors that would improve it.

The poll went on to assess what the main reasons are that respondents cite as the biggest impediment to productivity. Lack of motivation featured as the biggest obstacle, with 34% agreeing that it was a major factor. Again, the ambiguity of job roles featured in second place as a barrier amongst 28% of the respondents, while internal communication issues gained 16% of respondents' votes that it is working to hinder their performance at work.

'Waning levels of productivity in the workplace can often be the biggest 'thorn in the side' of employers; because it can have a fundamental and detrimental effect on an employer's business. By finding out what the key drivers are that make workers less productive, employers can be empowered to tackle these issues head on, and improve an employee's output - both on an individual and organisational level,'

stated Amer Zureikat, regional Manager, Bayt.com.

'Organisations the world over are realising that successfully motivating staff on an ongoing basis is a fundamental element in building good rapport among staff, keeping staff loyal to the company and most of all maintaining optimal productivity levels of employees. This becomes even more crucial during these times of economic crisis, because news of job losses and an unstable future may serve to de-motivate employees significantly. That over two thirds of people cite lack of motivation as their biggest impediment to greater productivity suggests businesses across the region could be doing much more to address the issue for their organisation's benefit - as much as for the employees',' added Zureikat.

Despite the issues of rising unemployment in the region and many companies downsizing and restructuring, only 6% of respondents felt that being understaffed was the biggest barrier to their productivity levels, regardless of the fact that employees may have to work even harder to cover the human capital deficit.

The polls additionally asked what significant motivating factor would encourage the respondents to be more productive. Perhaps unsurprisingly, the majority of respondents stated that it would be an increase in salary and benefits, with 40% of the respondents' votes.
A quarter of respondents felt that it was important that they receive recognition for their efforts and accomplishments to motivate them in their work.

The least motivating factor according to the respondents at 9% was having more job responsibilities. The low figure may suggest that employees believe their workloads are sufficient and that extra responsibilities do not mean they will become more productive as a result.

'We are once again seeing the trend that employees equate earning a good salary with high levels of motivation. While it is not fair to say that all workers are driven by money, in this current environment where people may be facing a number of financial issues, it is likely that many people have changed their outlook on their career, prompting them to be lured and motivated by better salaries, rather than in gaining solid training and career development or job recognition. This also backs up the results of a recent Bayt.com study, which found that 28% would change their current job in search of better wages,' commented Zureikat.

Zureikat explained the relevance of the data and the importance of conducting such polls. He said; 'These figures can be of huge benefit to all employers, HR practitioners and recruitment websites, as it paints a very clear picture of the reasons behind lack of employee productivity and states in black and white what would make them more motivated in their work. While it might not be viable to offer salary increases to all employees, organisations can address other simple issues - such as motivating staff more effectively through praise/ recognition for their work and further training. Those companies that use this knowledge to their advantage may be effectively defining the difference in the future between a workforce of de-motivated employees and high staff turnover, and a future with a workforce that are motivated in their roles and productive for the company.'

Data for the productivity in the workplace series of polls was collected online between the 4th January and 8th February 2009 with a total of 8,289 respondents from across the Middle East. This and other Middle East human resources research is available online at www.bayt.com.