In the competitive world of building materials distribution, productivity isn’t just a performance metric—it’s a key driver of customer satisfaction, profitability, and long-term growth. Yet, many companies struggle to implement meaningful productivity KPIs (Key Performance Indicators) that actually improve day-to-day operations.
This case study explores how one regional building materials distributor successfully introduced employee productivity KPIs across its distribution centers—leading to measurable improvements in efficiency, accountability, and team engagement.
The Challenge
The company operated multiple distribution centers across the Southeast. While customer demand was strong, leadership faced growing issues with:
Inconsistent productivity between shifts and locations
Limited visibility into individual employee performance
A lack of standardized benchmarks for measuring efficiency
Low morale due to unclear performance expectations
Managers relied heavily on gut instinct and end-of-day output numbers, which made it hard to identify top performers, coach underperformers, or pinpoint process bottlenecks.
The Goal
To create a structured, transparent system that would:
Define clear, job-specific productivity expectations
Track individual and team performance in real time
Provide data to support coaching, recognition, and process improvements
Encourage a performance-driven culture across operations
The Approach
- Define Role-Based KPIs
The first step was to develop KPIs tailored to each role, including:
Pickers/Packers: Orders picked per hour, accuracy rate, on-time packing percentage
Drivers: On-time deliveries, completed routes, customer feedback scores
Warehouse Leads: Team output, shift efficiency, error resolution speed
KPIs were developed in collaboration with frontline managers and employees to ensure they reflected real work and achievable benchmarks.
- Implement a Real-Time Tracking System
The company rolled out a digital dashboard that integrated with their existing WMS (Warehouse Management System). Employees could view their performance in real time, and managers could monitor productivity trends across teams and shifts.
The system included automated reporting, helping leadership make informed decisions without extra admin time.
- Train and Communicate
Before launching the KPIs, all employees were trained on:
What the KPIs are and why they matter
How their performance would be tracked and evaluated
How the data would be used—to support growth, not penalize mistakes
This open communication helped build trust and reduced resistance to the new system.
- Use the Data for Coaching and Recognition
Instead of focusing solely on low performers, the company used KPI data to:
Recognize top performers in weekly team meetings
Create peer mentoring opportunities
Provide specific coaching when productivity dipped
This balanced approach kept morale high while still holding employees accountable.
The Results
Within three months of implementation, the company saw:
15% increase in average order fulfillment speed
25% drop in packing errors
Faster onboarding time for new hires, due to clearer expectations
Stronger shift-to-shift consistency across distribution centers
More importantly, team leaders reported better engagement and fewer disciplinary issues. Employees appreciated having clear goals and knowing how their work contributed to the bigger picture.
Key Takeaways
Tailored KPIs drive stronger buy-in. Avoid one-size-fits-all metrics.
Visibility and transparency improve accountability without micromanagement.
Data should enable coaching, not just control. Use it to build people, not just track them.
Recognition matters. Celebrating wins reinforces the behaviors you want to see.
Final Thoughts
Productivity KPIs, when implemented thoughtfully, can transform warehouse and distribution performance. It’s not about surveillance—it’s about alignment. With the right tools, communication, and mindset, KPIs can empower teams to reach new levels of efficiency and pride in their work.
