1. A measured approach to
improving workplace productivity
& business performance
Prepared by:
Jason Buchanan
Optimum Consulting Group
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2. Workplace productivity remains a key business issue
A key challenge for any organisation is attracting, engaging and retaining and
developing a highly productive workforce:
• In Australia in 2013, 25% of people will change jobs, which will cost
somewhere between 50% and 150% of each individual’s salary *.
• In people intensive businesses, small improvements in people productivity
translate into big financial returns. Every 1% increase in productivity can
improve profits by 10%**.
• By measuring and understanding the key drivers of people productivity,
organisations can create and nurture a productive workforce which is both
engaged and committed.
* Mercer Consulting 2012 **Boston Consulting Group 2007
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3. Workplace productivity remains a key business issue:
The most productive employees are those who are engaged in their roles and
committed to their organisation.
Organisations with an engaged and committed workforce achieve better
productivity and profits, lower turnover, and higher customer satisfaction and
retention levels.
This is important because:
• An individual may be committed to an organisation but not like their job, or
• An individual may be engaged in their role but not like the organisation they
work for.
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4. The Optimum framework for measuring and
improving the drivers of workplace productivity
Improve
Business
Performance
Organisation Person-Role
Design “Fit”
Workplace Improve
Productivity Employee
Total Employee Performance
Experience
By measuring and understanding the
(Engagement +
Commitment) key drivers of workplace productivity,
an organisation will improve employee
and overall business performance.

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6. Measuring the drivers of Workplace Productivity
DRIVER KEY BUSINESS QUESTION MEASURE
Total Employee
Are our team members both Workplace
Experience engaged and committed?
Engagement & Commitment
Productivity
Pulse
Person/Role Fit Do we attract and recruit the right
Recruitment & Assessment people to be successful?
Total Workplace
Productivity
Are our organisational processes, Audit
Organisation Design
Teams, Roles & Structure structures and interfaces appropriate?

7. Workplace Productivity
Pulse
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8. The Workplace Productivity Pulse
The Workplace Productivity Pulse is an effective way for organisations to assess and
monitor the key drivers of workplace productivity with minimal disruption to employees.
• A very short online survey which is simple and easy for employees to complete
• Establishes an ‘early warning system’ to track changes over time.
Now 12 months
6 months 18 months
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9. ‹#›

10. Workplace Productivity Index: Area Report Heat Map
(Example output)
Where to focus in the Workplace Productivity Index Area Report Heat Map
This downward view into your organisation shows you which groups are doing well and
which groups are in need of attention. Areas in green represent departments who can
share best practices and areas in red are those with opportunity to improve.
Workplace
N
Productivity Index
Company Overall 53 67%
Department #1 58 50%
Department #2 11 82%
Department #3 168 74%
Department #4 200 80%
Department #3 115 73%
Department #2 166 72%
Department #1 177 74%
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11. Total Workplace Productivity
Audit
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12. The Total Workplace Productivity Audit
The goal of conducting the Workplace Productivity Audit is to understand the status of the key
drivers of workplace productivity. It comprises:
1. Total Employee Experience Audit:
• A 10-15 minute online questionnaire to measure important aspects of an employee’s
experience to determine what drives employees to perform at their best.
2. Recruitment Method & Person-Role ‘Fit’ Assessment:
• Through discussions with employees, we uncover the opportunities for organisations
to improve their ability to attract, engage, retain and develop current and future
‘talent’.
3. Organisation Design Review
• Through discussions with employees, we identify key elements of organisation design
which negatively impact workplace productivity.
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13. The Optimum Employee Experience Audit Framework
Total
Employee
Experience
Manager Decision Job Brand & Health Safety &
Reward
Effectiveness Making Characteristics Culture wellbeing
Senior Team Performance Conditions Career Recruitment/
Leadership Work Measurement for Success Development On Boarding
We measure the Total Employee Experience across each of these twelve dimensions.
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14. Area Report Heat Map (% Favourability)
Example Output
Where to Focus in the Department Area Heat Map
This downward view into your organisation shows you which groups are doing well and which groups are in need of
attention. Areas in green represent departments who can share best practices and areas in red are those with
opportunity to improve.
Job Characteristics
Senior Leadership
Health Safety and
Decision Making
Conditions for
Development
Management
Effectiveness
Performance
Team Work
Wellbeing
Manager
Reward
Success
Career
Brand
Heat Map by Dimension N
Company Overall 3356 70 72 80 70 75 77 80 90 52 80 82 70
Department #5 34 75 67 62 59 63 77 66 77 70 57 75 75
Department #4 22 82 63 74 85 84 78 71 81 85 80 84 82
Department #3 168 74 65 57 54 58 78 66 74 71 59 76 74
Department #2 31 80 77 65 48 62 77 64 79 76 62 74 80
Department #1 311 74 66 59 56 60 76 67 75 70 60 75 74
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15. Results by Employee Experience Dimension
Unfavorable % Neutral % Favorable %
Example Output
Where to Focus in the Employee Experience Dimension Summary
Focus on the top 3 dimensions highlighted in green as areas of strength and the bottom 3 dimensions highlighted in red as
areas of opportunity. Refer to item detail to review detailed results on the items within these dimensions.
Overall Company Score: Responses
Senior Leadership (n = 3064) 8% 16% 76%
Manager Effectiveness (n = 3065) 12% 13% 75%
Team Work (n = 3064) 13% 13% 74%
Performance Management (n = 3067) 11% 20% 69%
Decision Making (n = 3065) 15% 19% 66%
Job Characteristics (n = 3068) 14% 21% 65%
Health Safety and Wellbeing (n = 3067) 16% 20% 64%
Conditions for success (n = 3065) 15% 22% 63%
Brand (n = 3064) 19% 22% 59%
Career Development (n = 3054) 18% 24% 58%
Reward (n = 3065) 19% 25% 56%
Recruitment and onboarding (n =… 18% 27% 55%
0% 20% 40% 60% 80% 100%
Unfavorable (0-3) Neutral (4-6) Favorable (7-10)

16. 2. Organisation Design Review
Optimum’s Organisation Review
The review process focuses on three critical organisational elements associated with
effectiveness and efficiency of work:
1. Requisite Organisation Structure Review
• Are the right number of roles optimally positioned within the different levels of work?
2. Levels of Work Assessment
• Is work being completed at the expected levels?
3. Interface Review
• Are key interfaces clear in terms of inputs, outputs, authorities and accountabilities?
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17. 3. Person-Role ‘Fit’
Assessment of Recruitment Methods
We assist organisations to answer the following questions:
• Do we effectively identify technically suitable people and then match the person to the
requirements of both the role and the team?
• Do we assess candidates across the following key dimensions:
• Mental processing ability?
• Knowledge?
• Skills?
• Wisdom?
• Style?
• Temperament?
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18. • Total Workplace Productivity Audit
Month 1
The challenge for
organisations
experiencing high rates
• Workplace Productivity Pulse
Month 6 of change or growth is
that things change so
quickly. Under these
• Workplace Productivity Pulse
circumstances, we
Month 12 suggest a full
review, with a ‘Pulse’
every 4-6 months.
• Total Workplace Productivity Audit
Month 18
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19. Why Optimum Consulting?
We understand workplace productivity. Many organisations simply measure employee
engagement, which is just one part of the productivity equation.
We manage the process for you. There is very little time investment required from your
staff to make this happen.
We have the experience and knowledge. Our methods are efficient and effective because
we know they work.
We are independent. Because we provide data in an aggregated format, employees are
comfortable to answer all questions openly and honestly.
We help you implement change effectively, which means you won’t be left with an expensive
report which simply gathers dust.
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20. Contact Details
Jason Buchanan
General Manager – Western Australia & South East Asia
jasonb@ogroup.com.au 0423 244 342
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