What Is Time to Productivity?

After hiring a new employee, there needs to be a period of patience. It’s not feasible or fair to expect someone to get up to speed immediately, and it can often take new hires a little time to settle in before they do. We call this period ‘Time to Productivity.’ 

What Is Time to Productivity?

The Time to Productivity (TTP) is the time it takes a new employee to become productive and positively contribute to the company. It’s different for everybody, but it’s a key marker that every employer keeps a close eye on after a new starter begins. 

It’s important to stress that the TTP is not about when an employee starts, despite what some companies may try to insist on. Instead, it’s about when they start working well and no longer need to absorb information but actively apply it to achieve goals, contribute to projects, and add value to the team. 

So, how long does it take? That’s the million-dollar question. Unfortunately, for companies, there’s no one size fits all. Some employees might be up to speed in a matter of days, while others may take several months to feel confident enough to operate independently and meaningfully contribute. Depending on the job’s complexity, industry, and individual, time to productivity can vary widely.

Why Is It Important to Track Time to Productivity?

Tracking TTP is hugely important, even if slow results might be frustrating. Every day a new employee isn’t entirely productive is a day of lost potential, equating to lost revenue. TTP is directly tied to return on investment (ROI), which is when a company begins to see a return on the money and time they’ve invested in a new employee.

While gauging individual TTP can be notoriously difficult, tracking every new hire’s progress is important as it will give you a rough idea of how your whole system is operating. If you constantly see lengthy TTPs, it could be a sign of a problem, perhaps with your training or onboarding process. The more this happens, the more time and money goes down the drain.

Factors That Influence Time to Productivity

1. Quality of Onboarding

The quality of the onboarding process has a huge bearing on TTP. If you give your new employees poor onboarding and inadequate training, you can be sure they’ll run into problems. On the other hand, a well-structured onboarding program can accelerate learning, help employees understand their roles quickly, and integrate them into the company culture. 

2. Complexity of the Role

Not all jobs are created equal. Some roles, especially those requiring specialized skills or deep industry knowledge, naturally require a longer time for productivity. A software engineer might take months to get up to speed with a company’s tech stack, while a sales representative might need weeks to understand the products and services they’re selling. 

3. Support and Mentorship

Everybody needs help at some point. New hires will require support and mentorship at some point or another, and the quality of a company’s response can be essential. When new employees are told that a manager is too busy to help them out or answer questions, it will inevitably lengthen the TTP.

4. Employee Motivation and Adaptability

Another huge factor is motivation. Is a new hire pushing themselves as hard as possible to integrate and get up to speed, or are they happy to meander along for a month, knowing that not much is expected of them? A person who is highly motivated and eager to learn will also reach productivity much faster.

5. Organizational Culture

Finally, organizational culture can have a major bearing on TTP. A friendly environment where colleagues support and welcome new hires can dramatically affect TTP, while a toxic or overly competitive culture will do the opposite.

How To Calculate Time to Productivity

This isn’t an exact science. However, having a rough metric in place can help you plan for the future and better understand your onboarding and training processes. 

1. Define What “Productivity” Means

Each company is different, but it’s important to define the productivity level. It may be a set of specific sales targets or completing certain tasks independently. Be clear about what “productive” means in the context of each role, as this will guide your calculations.

2. Track Progress from Day One

You need to keep track of TTP from day one. There’s no point starting it two weeks in and wondering why it’s taking so long. This includes their training, the tasks they’re given, and how quickly they begin handling responsibilities independently. Keep detailed records of when they start contributing meaningfully to their team.

3. Set Milestones

The journey to total productivity can be daunting and sometimes lengthy. It’s often better to break it down into smaller, more manageable segments. It’ll give both the employer and the employee a better visual representation of progress. This might include competing in their initial training, completing their first report or project, and the first week of complete automation.

4. Analyze and Improve

Each time TTP has been achieved, go back through and analyze how long it took and what could have been improved. Compare it with other employees and see whether encouraging or discouraging trends appear that need your attention. 

What Can Companies Do To Decrease Time to Productivity?

It’s in a company’s best interests to reduce TTP as much as possible without expecting too much from new employees. Here are some strategies companies can adopt:

• Enhance Onboarding Programs: Onboarding shouldn’t simply be about checking boxes. It must include in-depth training and insights into the company and its culture. 
• Assign Mentors: Each new hire should be paired with an experienced mentor who will show them the ropes and provide support and guidance when needed. 
• Set Clear Expectations: Be clear about the milestones and expectations that come with them. 
• Provide Continuous Feedback: Don’t leave a new hire with their mentor and simply disappear. Instead, give them constant feedback and the opportunity to ask you questions directly. Check in with them occasionally to see how they’re getting on.

Frequently Asked Questions

What Is the Mean Time to Productivity?

The mean Time to Productivity refers to the average time it takes for a new employee to reach full productivity within a company. This can vary dramatically depending on the industry, role, and individual factors, but calculating it as best as possible allows you to plan ahead.

Final Thoughts

TTP has always been and will always be tricky to work out. One employee might work hard and reach the required level in a week, while another, in precisely the same role, might still be struggling months into their new position. Many factors can affect TTP, some of which are down to the employer and others to the employee. However, creating a metric that allows you to track the time taken across many different hires can help paint a clear picture of how healthy your onboarding and training processes are.

While companies can tweak their processes to reduce TTP, employee issues can be more complex. A comprehensive background check from ScoutLogic allows employers to compile an accurate image of how a new employee might operate within their work environment. Speaking to past employers often provides a good idea of how long TTP might take with a specific person. It’s not always exact, but it’s a crucial factor to consider.

David Garcia

David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.

David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.