In some industries, determining productivity is relatively straightforward. If you’re in the industry of making ‘widgets’, for example, productivity can be measured by determining how many widgets were made over a set time frame. 

When it comes to IT, however, it becomes more difficult to gauge productivity because there are so many assessment variables, many of which can seem subjective. For instance, it may seem attractive to measure productivity based on the number of lines of code written. However, some lines of code are considerably more time-consuming or challenging than others. 

Accurately measuring productivity starts with a clear vision. When your team is operating under a clear vision, it makes gauging productivity less difficult. Along with indicating how individual staff members are performing, measurements can also show where work gets slowed down or discontinued as a result of breakdowns, inefficient operations, inadequate training, poor communication or other issues. 

Consider the following four approaches to measuring your IT team’s productivity. 

1) Objective-Based Measurement 

Objective-based measurement involves gauging productivity in ways that show how well employees’ output is adding to your company’s goals and targets. It is essential for staff members to first be given distinct productivity goals, in addition to all the tools and knowledge to meet those goals. 

Staff members should regularly meet with supervisors to talk about their progress and fix issues as they happen. Gauging productivity throughout the year helps staff members remain focused on their objectives. 

A yearly review can then cover how much was achieved and establish new goals for the upcoming year. 

2) 360-Degree Feedback 

A 360-degree feedback system is based on the input of employees with respect to productivity. This technique should only be used if staff members have a great deal of interaction with each other. 

This system calls for team and individual productivity to be assessed by everybody involved in the work, including those at, above and below the level of the team. All participants should understand the overall roles, daily duties, professional credentials and abilities of those being assessed. 

To realize the best possible results, staff members should be trained on the way to offer feedback that is balanced and unbiased, based solely on performance. 

3) Operational Metrics 

For certain projects and teams, it makes sense to measure performance based on operational metrics, such as the average time it takes to render an application’s page or the percentage of time an application is up and running. 

These metrics can be useful to assessing team performance, but less accurate with respect to measuring the performance of individuals. 

4) Delivery Metrics 

As noted previously, IT teams don’t produce widgets. Therefore, measurements on deliverables should be comprehensive and holistic. Delivery date, cost, percentage of defects and customer satisfaction scores should all be considered when assessing IT deliverables. 

Let Us Support the Productivity of Your IT Squad 

At Jarvi Group, we support IT productivity through custom talent solutions. Contact us today to find out how we can help your company succeed

Jarvi Group

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1350 Scribner Ave NW
Grand Rapids, MI 49504


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