There are a lot of ways to get your employees to perform better. Some of them involve money, but it’s more effective when you focus on the human side of your business. With more than a decade of experience in the field, I have seen how companies that adopt lean principles to change employee behaviors and boost productivity outperform those that don’t. Here are 10 suggestions for improving performance in the workplace:
Motivation
Motivation is one of the most powerful tools in any manager’s toolbox. It makes employees happier, more productive, and more loyal. There are many ways to motivate employees. One of the easiest — and least expensive — is to give them more autonomy by letting them work on different projects. Employees who feel trusted and respected are much more likely to love their jobs and put forth effort for your business. Employers should also think about the other things that motivate their workers, such as a desire for recognition, extra compensation, or an opportunity for advancement.
Communication
Good communication makes it easier for employees to do their jobs well, and it also helps employers understand what their workers need from the company in order to be successful at work. Clear lines of communication between employer and employee mean both sides will be able to communicate complaints or concerns and address them before they become serious issues. In addition, good communication can help you avoid misunderstandings with your employees so you can resolve problems as they arise.
Clear goals
Great managers have goals. Everyone knows what he or she should be working toward. Clear OKR give team members something to focus on, and they keep the team moving in the right direction. Without them, the team will become lost in a sea of tasks and lose sight of why they’re doing them in the first place. Great managers spend time making sure everyone is on track toward meeting the goals set for their areas of responsibility.
Collaboration
A core principle of any successful organization is employee collaboration. A collaborative environment implies openness and acceptance of individual ideas, in addition to a sense of collective ownership and responsibility. A collaborative culture can improve efficiency, increase productivity, and encourage creative thinking. It also boosts self-esteem among employees and fosters trust between them and their managers.
The benefits of a collaborative culture are numerous; however, not all companies recognize or understand the importance of developing such an environment. As a result, some employees may feel isolated from their colleagues and thus be less engaged with their work. Others may feel that collaboration is forced on them without understanding its value or how to participate in it effectively.
A successful collaborative environment requires a change in the way employees interact with one another and view the role each plays in the larger organization. The following five steps can help you establish a collaborative culture that encourages employee engagement.
Empower employees
Employees should be encouraged to take ownership of both work-related issues and projects that are not part of their job descriptions. This will make them more invested in the success of the organization, while also helping them develop new skills they can use elsewhere.
Employees who feel trusted and respected are much more likely to love their jobs and put forth effort for your business. Employers should also think about the other things that motivate their workers, such as a desire for recognition, extra compensation, or an opportunity for advancement.
Empowering employees is about more than just providing opportunities for career advancement. It’s about creating an environment where people are comfortable taking risks, and the company is supportive of their personal growth. A successful collaborative environment requires a change in the way employees interact with one another and view the role each plays in the larger organization. Review these five factors and ask yourself if your employees feel empowered:
1. Career planning: Does your company provide employees with training and development opportunities that nurture their skills? Do employees perceive that their current role is a stepping-stone to other opportunities within the company?
2. Career coaching: Do managers take time to coach individual employees; provide constructive feedback; help them develop strategies to overcome obstacles; and discuss career plans?
3. Communication: Do managers communicate openly and honestly with their teams? Are they receptive to ideas from the team and able to solicit input from those who work closely with them?
4. Feedback: When receiving feedback, do leaders respond in a positive manner? Do they make it clear that they welcome suggestions as long as they are respectful, honest, and delivered in a positive manner?
5. Organizational support: Does your organization recognize the importance of empowering employees by providing a shared vision or mission, clear values, and well-defined goals? Is there a clear path for promoting employee engagement at all levels of the company?
Measure performance
How do you know if something is working? You measure it! Great managers explain objectives clearly and then use measurable criteria to determine whether progress has been made toward meeting objectives.
True performance management is much more than the annual performance review.
Rather, it should be a continuous process with regular check-ins between managers and their team members that lead to better feedback, coaching, and, hopefully, performance.
Effective performance management requires work, but there are a number of tools available to help you with your performance management at the individual, team, and organizational levels.
A performance review process is an important tool for evaluating employee progress toward achieving objectives and is typically used for this purpose by most companies today. The most effective way is to use employee management software to measure the performance of your team.
Conclusion
When it comes to employee performance reviews, the management aspect plays one of the most important roles in how an employee receives feedback on his or her work performance. If a manager uses a very negative tone when reviewing an employee’s work, it could result in decreased performance or even increase poor performance. This is why it is important to maintain a professional tone when discussing an employee’s weaknesses and strengths.