Good employee performance is critical to the success of any business. The ability to motivate and manage employees in a way that maximizes their potential can be difficult, but it doesn’t have to be. Here are five tips for improving your company’s productivity by improving the quality of its workforce:
Good employees are essential to any company. High performers have the ability to do great work in just about every situation, while low-performers struggle no matter how much support they receive from their managers.
Maintainers are somewhere in between these two extremes with varying degrees of success depending on who they are working for. Identifying which type an employee is will allow you to manage them accordingly and increase your business’s productivity overall.
• Maintainers – Good at most things but not exceptional; this person needs more guidance than someone else would.
• High Performers – These people can be trusted to deliver high-quality results without constant supervision.
• Low Performers – Needs a lot of oversight because they’re either unable or unwilling to complete tasks without it.
High-performers love a challenge and will rise to the occasion when given more responsibility. Don’t give low-performers additional tasks because they’re already struggling with everything that’s expected of them; what you can do instead is encourage your high performers to help out where needed.
This may require some changes in how work gets done, but it’ll also increase productivity as well as employee satisfaction rates overall if those who like working independently are allowed to continue doing so while those who prefer group projects receive more opportunities for collaboration.
Give maintainers clear instructions and make sure their managers know exactly what they need from them at all times. Don’t micromanage or overwork employees by having too many specific requirements.
If your company’s recruitment process is inefficient and time-consuming, it will be difficult to improve employee performance while keeping costs low. Develop a streamlined approach that involves the following:
• Shortlist potential candidates using a set of interview questions designed specifically for each role, then hire them based on their scores from these interviews.
• Use online questionnaires to find out if candidates have the skills required for open roles before scheduling in-person or phone interviews with them.
• Give new hires an opportunity to shadow current employees who hold similar positions so they can jump straight into work without any unnecessary training sessions. The average employee takes 23 days to get up and running when joining a new company; make sure this timeline isn’t too long by giving every member of your team the opportunity to learn new skills on the job where possible.
Your company’s current incentive system may be ineffective if the majority of employees are uninspired by their rewards or feel that there aren’t enough opportunities to earn bonuses. This will make it difficult for you to improve employee performance because your team won’t have any motivation to go above and beyond what is expected of them each day;
Develop an incentive system based on three factors: effort, attitude, and output, so every member of your team knows exactly how they’re performing at all times.
Take steps like restructuring compensation systems or adding additional benefits (e.g., healthcare coverage) in order to motivate low-performers who need more encouragement than high-performers do.
Avoid using incentives as a way of taking advantage of employees; make sure the incentives you offer are worth putting in extra effort for and that they’re not burdensome, such as requiring an employee to work more during their regular hours than is expected of them.
Create office workstations that are designed to be ergonomic and stress-free. You can have office workstations cubicles that are equipped with the necessary hardware (e.g., monitors, keyboards) and furniture (e.g., chairs or standing desks). You can also implement ergonomic changes like adjusting lighting to reduce eye strain.
Keep your team motivated by focusing on how they can improve performance, not what they’re doing wrong. Don’t micromanage or be too harsh with employees; everyone makes mistakes, and criticism should always be constructive, so it drives more effective results in the future.