Constantly Trying To Improve Employees Productivity Is Costing You (More Than You Think)
We all want our businesses to thrive, and naturally, that often means looking for ways to be more efficient and get more done. The idea of constantly boosting employee productivity sounds like a surefire path to success. But what if chasing every last bit of efficiency is actually having the opposite effect? Sometimes, our best intentions can lead to unexpected downsides, and constantly pushing for "more" from your team might be one of them.
Imagine trying to run a marathon every single day. Eventually, you'd be exhausted. It's the same for our brains and bodies at work. There's a natural limit to how much we can produce at peak performance. When we keep pushing beyond that limit, we often see a noticeable decline & burnout can swiftly take over.
Your team members start feeling drained, stressed, and less excited about their work. This leads to more sick days, or even worse, people showing up but not really being "there" (what we call presenteeism) & when good people leave because they're simply too tired to continue, the cost of hiring and training new people really starts to add up.
Beyond the energy drain, quality can also quietly slip away. When the focus is solely on speed, those crucial little details can easily be missed. Rushed work can mean more mistakes, which then translates into more time spent fixing things, unhappy clients, and a regrettable ding to your business's reputation.
One huge cost is the loss that isn’t something you can always ‘see’ is the absence of creativity. Innovation and brilliant new ideas truly need space to breathe. If everyone's constantly rushing from one task to the next, there's simply no room for that "aha!" moment or for collaborative brainstorming sessions that spark genuine breakthroughs.
When People Start To Feel Like Cogs, Not Contributors…
When the only conversation revolves around hitting targets and getting more done, your team are going to start to feel less valued as individuals and more like just another resource. This can lead to micromanagement creep, where managers, feeling the pressure for more output, sometimes start "hovering" too much. This kind of close oversight can make employees feel untrusted and often takes away their sense of ownership over their work. It also leads to managers feeling like they are having to perform several roles, it inevitably leads to burnout all round.
Ultimately, a broken bond of trust can emerge. If employees feel constantly scrutinised or that their consistent hard work isn't fully appreciated, it can create a disheartening gap between them and the company. Work then becomes less about shared goals and more about simply getting through the day. In turn, this can lead to a dreaded "see ya!" moment, as a workplace driven by constant pressure and a lack of genuine appreciation isn't somewhere most talented individuals want to stay. When your best people leave, they take their valuable skills and crucial company knowledge with them, creating a significant void.
Overlooking the Real Roadblocks
Sometimes, our intense focus on improving productivity makes us inadvertently miss the underlying issues that are already holding things back. These hidden blockers are often fundamental to how work flows. Think about muddled messages, where unclear instructions or poor communication mean people spend precious time guessing or, worse, redoing work.
Then there are often clunky processes… outdated ways of doing things, too many approval steps, or unnecessary red tape which reduces productivity no matter how hard an individual tries. A common but often overlooked roadblock is also a lack of understanding about diverse working styles.
If systems are designed for one type of thinking or working, they can create hidden barriers for neurodivergent employees, who might excel in different environments or with different types of support. This leads to friction and inefficiency that could be easily avoided with better awareness. And let's not forget unrealistic goals. Setting targets that are simply impossible to reach creates a constant environment of failure and stress, rather than one of genuine achievement and growth.
Quantity Over Quality: The "Busy Work" Trap
When we obsess over how much is being done, we can sometimes forget about how good it is, or even if it's the right thing to be doing in the first place! This singular focus can inadvertently lead to prioritising "busy" over "important." Employees will concentrate on ticking off easy tasks quickly, even if those tasks aren't the most impactful for your business's bigger picture.
The goal can shift to simply getting it done, rather than creating amazing, high-value work that really sets you apart. This mindset can also mean there's simply no time for new ideas. If every moment is meticulously accounted for in the name of productivity, there's no breathing room for experimentation, for learning from mistakes, or for developing fresh approaches that could lead to truly game-changing innovations. This directly impacts long-term growth and competitiveness, again highlighting a major opportunity cost.
So, What's the Friendlier, Smarter Way Forward?
Instead of a relentless treadmill of "more, more, more," let's think about a kinder, smarter, and ultimately more successful approach.
The truth is, happy people are productive people. So, a great starting point is to genuinely focus on your team's well-being. When people feel rested, supported, and engaged, they naturally bring their best. Think about a good work-life balance and cultivating a positive, supportive work culture.
A key part of this support is also investing in neurodiversity training. Understanding the varied ways people process information, communicate, and work can unlock incredible potential, allowing you to adapt environments and expectations to help everyone thrive, not just a select few. This helps to make your workplace genuinely inclusive and effective for all, turning potential costs into genuine strengths.
Giving your team the autonomy to manage their work in a way that works for them is powerful. When you trust people to work in the way that works for them, they become more engaged and inherently motivated. This trust is even more vital when understanding that different individuals, including neurodivergent team members, might achieve results through non-traditional but equally effective methods.
Encourage a culture where learning, honest feedback, and trying new things are celebrated, rather than feared. This leads to natural, organic improvements that stick.
By stepping back from the constant pressure of "do more, faster," you can build a thriving environment where your team feels valued, empowered, and genuinely productive. The biggest hidden cost isn't just the money spent; it's losing the amazing human potential that makes your business special. In essence, investing in neurodiversity training is a strategic move. It transforms potential hidden costs into tangible benefits by creating a workplace where every individual's unique brain can thrive, leading to genuine productivity, sustained innovation, and a more resilient, inclusive team.
Interested in the numbers? Let’s explore some actual economic cost in leaving no space to breathe:
The UK economy faces a staggering £138 billion annual loss due to poor health at work, encompassing both absenteeism and presenteeism.
Presenteeism alone accounts for approximately £28 billion of this total, with employees working despite being unwell, leading to reduced productivity and increased errors.
A report by the Institute for Public Policy Research (IPPR) indicates that UK workers lose the equivalent of 44 days of productivity annually due to presenteeism.
A Deloitte survey found that poor mental health in the finance & insurance sector costs an average of £5,379 per employee annually.
Deloitte's research suggests that for every £1 spent on supporting mental health and well-being, employers receive approximately £4.70 back in increased productivity.
The cost of replacing a mid-range employee being around 20% of their salary, with highly specialised roles being much higher (e.g., 6-9 months of salary or even over 200%).
Disengaged employees costing an estimated 18% of their annual salary in lost productivity.
