Last Updated on September 17, 2021 by Guest
Easily the most underrated corporate concept, employee satisfaction never seems to drum up the attention it deserves. On the other hand, employee performance never fails to steal the limelight. Yet there’s a direct link between the two, which means that spotlighting one and ostracising the other is a serious faux pas.
Ultimately, bottom lines are only as happy as the employees that front the company. So how can you keep your staff performing? Every workplace is different, and while strategies should be tailored to fit the individual characteristics of a workplace, these underlying concepts can be applied to any sector.
Pinpoint what makes individual employees tick
Every employee is motivated by different drivers (here is the organic way to do it), and pinpointing these is pivotal to developing a calculated performance plan. While one staff member may be inspired by dynamic leadership and guidance, others may be spurred by monetary benefit, or opportunities for career advancement. Find out what makes an employee tick by encouraging a free flow of communication with employees. Embolden staff to define their unique motives, and create solutions based on results.
Lead by example
Practice what you preach and show your employees how you want them to behave. Upkeep a strong work ethic, demonstrate dedication, deliver quality work and go the extra mile. Actions speak louder than words, so become a role model and use your own behaviour to inspire and influence.
Offer on-the-job training
Kill two birds with one stone by offering your employees on-the-job training. As well as ensuring that they’re able to master the latest trends and technologies (which will subsequently boost performance), you’ll also be offering them an all-important sense of professional development.
Use behaviour modification techniques
As a form of operant conditioning, behaviour modification links actions to consequences. Help your staff recognise the link between performance and rewards by utilising both positive and negative reinforcement. Note that the latter is not a proxy for punishment, as the goal is to avoid reprimand as opposed to introducing it.
Communicate
Keeping dialogue open and honest is a failsafe way to get to the root of employee performance issues. Be clear when giving instructions, offer consistent feedback and set a tone of sincerity. Employees who feel free to articulate themselves will perform higher than their quashed counterparts. The ability to communicate well also applies to staff scheduling. Be fair and flexible when creating rosters, and be sure to issue them with plenty of advance notice. Purpose built workforce and roster management software exists to help managers stay on top of rosters, and keep staff infinitely in the loop.
Actively retain high performers
Facilitating high performance is one thing, but how do you retain the valuable staff members who step up and deliver exceptional results? There are a host of things you can do to hang on to your top performers, including the creation of clear pathways for professional growth and advancement. As high performers are smart, dynamic and curious, a constant flow of interesting assignments and projects will keep them on their toes. Visibility and recognition are decisive, as is the implementation of rewards and incentives. As well as elevating the overall standard of performance, retention strategies could save you a bomb. Not convinced?
Employee performance isn’t always naturally occurring, but it can be enabled. With a calculated strategy in place you can motivate staff to heighten their performance and lift productivity to its peak.
Recognition and rewards play a key role in that, hence the importance of giving prestigious awards to outstanding employees. Most importantly, opportunities for career advancement and personal development incentivize employees to grow and excel at their jobs and develop loyalty for the company.
