Top 21 Ways to Improve Work Performance: Boost Team Productivity Today

Last Updated on April 19, 2023 by Ian McEwan

As an employer or manager, you understand that employee performance directly affects your company's success. Thus, finding ways to improve work performance is critical. This article will cover some of the most effective strategies to enhance employee productivity and introduce a powerful tool that can help you achieve even better results.

The Importance of Continuous Work Improvement

Improving work performance is not a one-time task but a continuous process that requires ongoing effort. By implementing the right strategies, you can boost productivity, reduce errors, and increase employee satisfaction. It also leads to better quality work and a more engaged workforce.

Top 3 Ways to Improve Work Performance:

1. Provide Regular Feedback

Regular feedback is essential to help employees understand their strengths and weaknesses. Encourage your managers to provide constructive feedback to employees, highlighting areas for improvement while also acknowledging their strengths.

Imagine a new sales representative who is struggling to meet their sales targets. Without regular feedback from their manager, they may not know what they are doing wrong or how they can improve. However, if the manager provides constructive feedback, highlighting the sales representative's strengths and weaknesses, they can learn from their mistakes and improve their performance.

For instance, the manager can provide feedback on their communication skills, suggesting ways to improve their pitch, and offer coaching on how to close a sale effectively. They can also provide specific feedback on their sales performance, such as the types of products that sell well and the areas where they need to improve. By offering regular feedback, the sales representative can gain confidence in their abilities, work on their weaknesses, and ultimately meet their sales targets.

Some Pro Tips to help you understand how to provide regular feedback:

  1. Be specific: Focus on behaviors or actions, and use concrete examples to illustrate your feedback.
  2. Be timely: Instead of waiting for the next performance review, schedule regular check-ins or provide feedback as soon as possible after an event to keep it fresh in the person's mind.
  3. Be constructive: Provide feedback in a way that is respectful and considerate of the person's feelings, and offer suggestions for improvement.

2. Set Realistic Goals

Setting realistic goals is critical to improving employee performance. Employees need to know what they are expected to achieve and how their work contributes to the company's success.

For instance, imagine an employee is responsible for completing a project within a tight deadline. If the deadline is unrealistic, the employee may feel overwhelmed and demotivated, leading to lower quality work. In contrast, if the manager sets a realistic deadline and provides support and resources, the employee can work towards achieving the goal with more confidence and motivation.

You can set realistic goals with the SMART tips below:

  1. Specific: Clearly define the goal, including any deadlines or benchmarks.
  2. Measurable: Your goals should be quantifiable so that progress can be tracked. For example, instead of setting a goal to "improve communication skills," set a goal to "participate in at least two public speaking events by the end of the quarter."
  3. Achievable: Consider the person's current skill level, workload, and resources when setting goals.
  4. Relevant: Align goals with the person's role and the organization's overall objectives.
  5. Time-Bound: Your goals should have specific deadlines or timeframes to provide a sense of urgency and motivation. For example, instead of setting a goal to "learn a new programming language," set a goal to "complete an online course in Python programming within the next six months."

3. Encourage Learning and Development

Investing in your employees' learning and development shows that you value them and want to help them grow. Providing training and development opportunities can improve their skills and knowledge, leading to better performance.

For example, let's say an employee has limited knowledge of a particular software application that is essential for their job. By encouraging the employee to attend training courses or offering on-the-job training, the employee can become proficient in using the software, which can lead to improved performance and higher job satisfaction.

Additionally, identifying areas where employees can benefit from additional training or development can also help them grow professionally. So, if an employee wants to develop their leadership skills, the manager can offer mentoring or coaching to help them acquire the skills and knowledge they need. This not only improves their performance but also helps them prepare for future career advancement opportunities.

Here are some tips to help encourage learning and development:

  1. Set clear expectations: Clearly communicate your expectations for learning and development, such as setting goals and outlining areas for improvement.
  2. Provide support and guidance: Offer mentoring, coaching, and feedback to help others learn and develop.
  3. Offer opportunities: Provide opportunities for learning, such as attending conferences, taking courses, or participating in workshops.
  4. Lead by example: Show that learning and development are important by setting an example through your own learning efforts.
  5. Foster a learning culture: Create an environment that values continuous learning and development, by recognizing and rewarding learning efforts, and encouraging a growth mindset.

Other 18 Areas of Improvement in the Workplace:

While the above three strategies are essential, there are several other areas to focus on to improve work performance. These include:

  1. Prioritizing and Time Management
  2. Eliminating Distractions
  3. Providing Adequate Resources and Tools
  4. Streamlining Processes
  5. Creating a Positive Work Environment
  6. Encouraging Collaboration and Communication
  7. Offering Flexible Work Arrangements
  8. Promoting Work-Life Balance
  9. Recognizing and Rewarding Good Performance
  10. Providing Clear Job Descriptions and Expectations
  11. Ensuring Fair Compensation and Benefits
  12. Emphasizing Health and Wellness
  13. Allowing Autonomy and Empowerment
  14. Encouraging Innovation and Creativity
  15. Promoting Diversity and Inclusion
  16. Reducing Workload and Stress
  17. Improving Workplace Safety
  18. Fostering a Growth Mindset

Use mSpy to Improve Work Performance:

While the above strategies can be effective, they may not provide a complete solution for improving work performance. One way to take your efforts to the next level is by using monitoring software such as mSpy.

mSpy is a powerful tool that can help you track employee activity on company devices, including keystrokes, calls, messages, and internet usage. By using mSpy, you can identify areas for improvement and take necessary actions to improve employee performance.

With mSpy, you can also:

  • Identify time-wasting activities and eliminate them.
  • Monitor employee progress and productivity in real-time.
  • Ensure company devices are being used for work-related tasks only.
  • Improve communication and collaboration between employees.
  • Reduce the risk of data breaches and protect sensitive information.
  • Track employee location and movements for safety and security purposes
  • Monitor employee communication to identify potential issues and conflicts

What’s more, one of the key advantages of mSpy is that it is easy to use and does not require any technical knowledge. The software can be installed on the employee's work device in just a few minutes, and the employer can start monitoring their activities immediately. This makes it a convenient and cost-effective solution for businesses of all sizes.

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One Last Word

Improving work performance is critical for any business to succeed, and there are several strategies you can implement to achieve better results. Regular feedback, setting realistic goals, and encouraging learning and development are some of the most effective ways to enhance productivity.

Additionally, using monitoring software such as mSpy can help you identify areas for improvement and take necessary actions to improve employee performance. By focusing on these strategies and avoiding common pitfalls, you can create a productive work environment that drives your company's success.


Employers should consult with legal counsel to ensure that they are in compliance with all relevant laws and regulations when installing monitoring software on company devices.


1How to deal with low productivity in the workplace?

Low productivity can be caused by several factors, including lack of motivation, unclear expectations, and inadequate resources. To deal with low productivity, identify the root cause and implement the necessary changes, such as setting clear expectations, providing adequate resources, and offering training opportunities.

2What should be avoided in order to maintain productivity?

To maintain a productive workforce, there are several things you should avoid, including:

  1. Micromanaging employees, which can cause demotivation and reduced productivity.
  2. Overloading employees with tasks, which can lead to burnout and decreased performance.
  3. Failing to recognize and reward good performance, which can lead to demotivation and reduced engagement.
  4. Creating a negative work environment, which can lead to increased stress and decreased productivity.


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  2. Sturman, M. C., & Cheramie, R. A. (2014). The Impact of Training and Development on Employee Attitudes and Turnover. Cornell Hospitality Quarterly, 55(1), 33-50.
  3. Spreitzer, G. M. (2008). Taking Stock: A Review of More Than Twenty Years of Research on Empowerment at Work. Handbook of Organizational Behavior, 54-72.
  4. O'Neill, M. J., & Smith, J. A. (2017). Understanding Motivation in the Workplace: An Empirical Study of Employee Motivation Factors in the Private Sector. Journal of Management Research, 17(2), 67-82.