January 27, 2012
1. Frequent and consistent recognition
Employees always want to know that they are appreciated for their efforts. Recognition is one of those things a leader can do that can have a major impact on employees, and it doesn’t cost a dime. For some low performing employees, this exercise may be difficult, but tactful handling will provide results. By noticing and informing an employee of positive small steps, that employee may turn into a star performer. Communicate with employees frequently and create a positive environment by recognizing all efforts.
2. Empower employees to take the lead on projects
As an employer, you have already taken adequate steps to identify and hire the right people. As a leader, you will need to let go of some of the hands-on operational projects. Empower and encourage your employees and subject matter experts to take the lead. Those employees will feel valued and will take ownership of a project. Employees will be motivated to meet a company objective along with a personal goal in leading a project from initiation to successful completion.
3. Involve staff in the decision making process
Make employees feel valued by asking them to become involved in the decisions of the company. Once employees know that their efforts have been recognized and considered in the decision making process, employee behaviour will switch to becoming more involved and participation will increase.
4. Provide constructive, positive tone feedback to employees
It is sometimes difficult to approach an employee about low performance. Instead of an initial attack or criticism of the performance, a better approach would be to provide constructive feedback. An example:
Bob’s track record on assembly line A was lower than the other employees. Management approached Bob, recognizing the small efforts first, mentioning performance issues, ending with compliments to him as a valued employee. Management stated they valued his opinion and asked for his feedback for improvements. Bob reacted positively and performance increased.
5. Conduct regular employee performance appraisal and development sessions
As part of your regular human resources core functions, structure employee performance appraisals and personal development procedures into your human resources plan. On a quarterly or semi-annual basis, schedule employee performance appraisals. Structure those sessions to include mutual feedback between the manager and the employee. Go over the things that are working well and the elements that need improvement. In areas that need improvement, a leader must encourage employee development and the manager must dedicate the resources to improve the deficiencies. The appraisal process should also be an opportunity for the employee to provide feedback on the organization and management. The manager should embrace an open environment where all constructive feedback is encouraged. Employees will buy-in to an open appraisal method and performance will improve as the employee develops.
© Strategy Plan One 2012
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