Tag Archives: employee engagement

Skills to Manage and Improve Employee Performance

24 March 2017 / by Admin

Here are some ideas for managing and improving employee performance:

  • Set clear expectations and communicate them well, then continue to manage expectations. Frequent communication is critical. Ensure employees understand their objectives by asking them to explain them in their own words.
  • Train managers and give them the tools to help their employees excel. Be on the lookout for managers who have underperforming teams—and see what the root cause is.
  • Utilize employee handbooks to keep everyone on the same page and help to ensure employees understanding of company policies.
  • Consistently follow the company’s employee discipline policy, and always discipline promptly if necessary. This step maintains consistent and fair treatment of employees so they see that they do not have to tolerate or pick up slack for poor performers. Perhaps counterintuitively, a consistently applied and fair disciplinary policy can keep morale up (assuming of course it is appropriate and not overreaching). A disciplinary policy does this by ensuring everyone is held accountable for their actions.
  • Conduct regular and timely employee performance appraisals so employees know where they stand and what their goals are.
  • Use SMART goals. SMART stands for specific, measurable, achievable, realistic, and time-bound. When employee goals are realistic, it gives them ownership and encourages them to achieve their goals.
  • Prioritize employee development. In other words, help them help you. You can do this by ensuring your employees know how to achieve their career goals within the organization and, likewise, ensuring that employee goals are known so you can both plan accordingly. Work with the employee to close any skills gaps that exist that would be an impediment to achieving their long-term career goals. This improves employee skills, which benefit both the employer and employee, and it also helps maintain and improve employee satisfaction levels.
  • Give frequent and timely feedback. When an employee does something worth recognizing, give him or her that recognition. If appropriate, consider giving a reward for employee service that exceeds expectations. It’s also important to ensure that when an employee steers slightly off course, he or she knows that too. Even negative feedback (as long as it’s not the only feedback!) helps because it ensures employees understand expectations.
  • Be open to receiving feedback too. Listen to employees when they ask for better tools. Listen to their needs to ensure they’re happy. Ensure each person is in the right role for his or her needs and skills.
  • Review company hiring procedures to ensure the best candidates are being selected.
  • Keep Analytical Track on Employee Attendance (Tip You can use MarkMe App for it)
  • Conduct employee engagement surveys; poor performance can be a result of lack of engagement and low morale.
  • Focus on morale. Take steps to ensure that employees are satisfied with their jobs. Here are some ways:
    • Review benefits, work environment, salary levels, and more. Ensure the benefits offered are benefits that your employees value. Remember that employee benefits that help employees—even if they’re not high-value items—can improve morale.
    • Ensure employees understand the organization’s mission and vision; giving employees something to get behind can help them understand their purpose and role in helping the organization succeed.
    • Consider ways to improve team cohesiveness.
    • Ask employees what they need.
  • Ensure managers are being consistent in their application of company policies.  For example, ensure there’s no appearance of favoritism and no individuals or groups who do not have to follow the rules. Inconsistency can cause frustration, which can decrease productivity.
  • Give employees the right tools and processes to excel. Sometimes investing in a better tool or process can reap huge dividends in productivity and employee satisfaction.
  • Give employees the power to do their jobs well. Empowering employees is critical; it allows them to not get absorbed by minor roadblocks. Empowering employees can include ensuring they have the authority to make decisions critical to their success—and the ability to delegate if necessary to get the job done. Employees should know and have input into their goals and objectives, which will also give ownership—they should help to decide goals, deadlines, and more. Give them the resources they need, and hold them accountable without micromanaging. Encourage employees to find solutions to problems.

Many times when productivity suffers, there is an identifiable root cause. Things like dissatisfied employees, the wrong fit for the role, not enough training, lacking the right tools, conflicting priorities, and unclear expectations can all get in the way of employee productivity. Identifying these root causes can help uncover the path to maximum productivity.

*This article does not constitute legal advice. Always consult legal counsel with specific questions.

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Great Employee Engagement Tricks You’re Not Using

22 March 2017 / by Admin

Any business that wishes to reach its full potential will only achieve success on the backs of a team of thoroughly engaged employees.

Are you doing enough to keep your employees engaged? Here are seven tricks that should help your employees learn to love their jobs even more

also you can check out http://mobcast.in Mobcast Product for Employee Engagement

01. Use the Giphy integration with Slack

It’s no secret many companies are using Slack to communicate these days. If your team is one of them, it’s worth examining whether you’re making the most out of the business messaging service. For example, did you know you can integrate Giphy with Slack? In addition to posting gifs that make work-related chats more fun, there are a few secret commands you can use too. Good times!

02. Mimic Google’s 80/20 time

When Google was just starting out, the company allowed its workers to spend 80% of their time tackling their job responsibilities and 20% of their time focusing on pet projects that they’d enjoy.

Believe it or not, Gmail, AdSense, and Google News grew out of projects developed during the 20% time. It might not make sense for your company to give your employees one day every week to pursue their own interests. But how about one day every month?

The era of peer and personal accountability

03. Build an amazing office

Want your employees to be super excited to show up to work every day? Build an office that people don’t want to leave. Companies increasingly understand the importance of design and how it relates to productivity and employee happiness. Colors, open space, and natural light matter. While you’re at it, why not put up a community chalkboard your employees can use to share insights and messages with each other?

04. Hire for culture fit

According to our Engagement Report, the number one thing employees like about their jobs is the people they work with. Rather than risk ruining morale by hiring the wrong person, consider how prospective candidates fit in with your culture. When you hire for culture fit, you increase the chances that your existing employees will get along swimmingly with their new coworkers — which should boost engagement.

05. Give back to the community

Many of today’s workers care deeply about doing meaningful work. Unfortunately, not every company is solving the world hunger crisis or trying to help people climb out of poverty. An easy way to encourage your employees is by dedicating time each month to give back to the community as a team. Whether that means cooking a meal together for the less fortunate or cleaning up someone’s yard during the fall is up to you.

06. Really allow flexible scheduling

If you’ve ever worked for a company that required you to take paid time off to go to the dentist or renew your car registration at the DMV, you know how frustrating and demoralizing things can get.

Thanks to the Internet and mobile devices, it’s easier than ever before to tackle work from anywhere. Getting work done between the hours of 9 a.m. and 5 p.m. is no longer necessary. Embrace flexible scheduling — and really mean it — and your employees will be more engaged.

07. Let employees work with other departments

While many of today’s workers believe professional development opportunities are one of the most important things any company can offer, only 25% of employees believe their organizations offer ample support for career growth, our Engagement Report revealed. An easy way to support your employees’ professional development is by letting them work in other departments every now and again. That way, they’ll get exposed to new ideas, new technologies, and new platforms — without any cost to you.

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