HOW TO MANAGE AND IMPROVE EMPLOYEES PERFORMANCE.

Of a fact, the saying that an organization’s success is largely dependent on how well every employee performs is truly true. Yet many organizations struggle with maximizing employee performance while also keeping employee morale high and turnover low. Sound familiar?
Fortunately, there are seemingly endless ways that mangers and CEO’S can impact employee productivity, both directly and indirectly. Let’s take a look at some ideas to improve employee performance.

Techniques to Manage and Improve Employee Performance.

You might think that the book won’t help you manage or keep your tailors believe me it is applicable everywhere. Note that these employees of yours joined your team for one of these many reasons: have a stable income, learn or improve their skills, learn about customer clientele etc.

Here are some ideas for managing and improving employee performance:

• Set clear expectations and communicate them well: Speak to them in the language they understand then continue to manage expectations. Frequent communication is critical. Ensure your (tailors) employees understand their objectives by asking them to explain them in their own words.
• Train your top employees (tailors) and give them the tools to help them excel. Be on the lookout for employees that are underperforming see what the root cause is.
• Utilize employee handbooks to keep everyone on the same page and help to ensure employees understand the policies. If our organization doesn’t have a structure then it’s up for a fail.
• Consistently follow your organization’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. Do not play favouritism. Perhaps counterintuitively, a consistently applied and fair disciplinary policy can keep morale up (assuming, of course, it is appropriate and not overreacting). 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.
• Conduct employee engagement surveys; poor performance can be a result of a 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.
• Appoint Team leader and ensure the team lead/ team leads are being consistent in their application of company policies. For example, ensure there’s no appearance of favouritism 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.
• In all of this right thought put together, I understand that your fears are you training your employees to a level of satisfaction and you losing them to your competition or becoming your competition. I will advise you ensure there is a legal binding whereby you sign at least 1-year work experience with you, which can be renewed if it pleases both parties.