Bob was sipping his coffee and reviewing each of his employees. It was that time of the quarter when he spent some time looking at how each one of them had performed the previous quarter. Most of the employees' performance seemed pretty much the same over the year but he noticed that Tom's performance had shifted. He had contributed less, hardly volunteered for any team assignments and his work was average. This was not the Tom he knew; the Tom who was always willing to go the extra mile. This Tom had turned average and Bob needed to do something about that. (This is a scenario and does not represent an actual event).
When your top employees show signs of disconnect it is time to take some action to turn that around. The action you take will retain those committed high performing employees that may be going through a slow spell but you can also expect to make decisions about those that do not or are unable to improve. Below are five strategies you can implement to improve engagement and productivity.
Encourage the employees' involvement in company wide initiatives. It may be that they no longer feel challenged in their current position. This is a very common reason for disconnect and when there are currently no opportunities for promotion, getting involved in the bigger picture will provide new challenges that keep the job interesting.
Encourage creativity and innovation. Have you ever seen a toddlers face after they figure out a way to get something done? For example, using a toy to turn on a light they couldn't otherwise reach or using the mouse on a laptop to point and click? Its amazing! Adults are the same way. Our challenges are much bigger but when we figure out a way to overcome them, we could almost skip with glee. Encourage creativity and innovation. It provides new insights and a sense of accomplishment.
Encourage open communication. You can get insight into what things are important to the employee by using surveys, suggestion boxes and team meetings. Be open-minded and encourage them to express their ideas and perspectives without criticism. This means putting into practice everything you have learned about effective listening. Address their concerns in the best way you can.
Provide educational opportunities. Do not allow the employee to feel as if there is nothing more for them to learn in their current position. Provide inter-departmental career development plans that includes certifications, seminars and/or workshops intended to provide both career and personal growth. This is an action that also helps to increase retention.
Share information. Let them in on what is going on within the company as well as how their jobs contribute to the big picture. When you keep you employees informed they tend to feel a greater sense of worth. Keep communication hopeful and truthful - do not be afraid to share bad news, instead be more strategic about how you deliver it. For example if there are no opportunities for advancement, then learn to use the words currently, in the future, new technologies, job rotation; words that give hope. Be sure to follow through when opportunities become available. Remember you are working to retain your top performers.
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