In today’s rapidly evolving workplace, productivity has traditionally been seen as the gold standard for measuring both individual and organizational effectiveness. However, this metric is increasingly proving to be inadequate. While some employees appear busy, many are simply faking productivity, and the truth is, there are much better ways to evaluate whether your team is truly engaged, fulfilled, and contributing meaningfully.
With the rise of remote and hybrid work models, it’s more important than ever to focus on what really matters. Let’s dive into why people fake productivity and explore what you should be measuring instead.
The Myth of Productivity
It might be surprising to learn that a significant portion of employees admit to faking productivity. According to a recent survey by Workhuman, 33% of employees confessed to pretending to be productive, while 48% of managers acknowledged that this is a common issue in their teams.
The reasons for this vary: some employees want to avoid burnout, some face unrealistic expectations, and others simply don’t have enough meaningful work. Whatever the case, “productivity” in its traditional sense—counting emails, meetings, or hours logged—isn’t capturing the full picture of effectiveness or contribution.
Jobs that focus solely on easily quantifiable tasks are not reflective of the broad scope of work people do today. It’s time to go beyond superficial productivity measures and focus on what truly drives success in your organization.
1. Measure Results, Not Activity
Rather than tracking keystrokes or the number of emails sent, a better measure is the actual impact employees have on the business. What outcomes are they driving? Are they solving problems, building trust with clients, or leading initiatives that make a real difference?
Great work takes many forms, and sometimes it’s not about being visibly busy but about generating results that matter. Ensure that employees are challenged with meaningful tasks—research shows that employees who are fully engaged with substantial work are happier and more fulfilled.
2. Track Consistent Engagement
It’s easy to shine in moments of excitement or high-profile projects, but true engagement is about showing up consistently, regardless of the task. This doesn’t just mean physical presence but emotional investment over time, through both highs and lows.
Engagement is crucial because it has a ripple effect on productivity and satisfaction. Research shows that when people are engaged, they’re more likely to be satisfied and productive, creating a cycle of positive performance. Consider ways to sustain engagement—through opportunities for growth, flexibility, and showing empathy as a leader.
3. Assess Team Impact
The effect one employee has on their colleagues is another critical metric to consider. Engagement and performance often spill over. In fact, Harvard research shows that employees who sit near top performers see a 15% increase in their own performance.
Look beyond individual output and evaluate how employees contribute to the overall team dynamic. Do they motivate others? Are they constructive in discussions? Employees who energize their peers and create a collaborative environment are invaluable assets to your team.
4. Encourage Creativity and Innovation
Creativity isn’t just for those in design or marketing roles—it’s essential in every job, no matter how routine it might seem. Employees who find ways to innovate and improve processes, even in small ways, are adding value that goes beyond their day-to-day tasks.
By fostering a culture where creativity is encouraged, you’re not only increasing engagement but also setting the stage for continuous improvement.
5. Recognize Initiative
Finally, consider how often employees take initiative. Are they offering solutions, raising their hands to help, and going beyond their basic responsibilities? Initiative is a strong indicator of engagement and overall satisfaction, which, as research shows, is closely tied to productivity.
Employees want to feel like they’re making a difference and that their contributions are valued. Providing them with opportunities to take the lead can foster a deeper sense of purpose and drive within your organization.
People Want to Be Productive—Help Them Succeed
At the end of the day, most employees want to be productive, but they might fake it when barriers—whether unrealistic expectations, lack of meaningful work, or poor work-life balance—get in the way. As a leader, it’s your responsibility to remove those barriers and create an environment where true productivity can flourish.
Shift your focus from merely tracking activity to measuring what really counts—results, engagement, team impact, creativity, and initiative. This will not only give you a better understanding of your employees’ contributions but will also help you cultivate a thriving, engaged workforce.
By doing so, you’ll build a culture that values what really matters, empowering your people to bring their best to work each and every day.
@clivehays