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I started writing an article entitled "How to Kill Motivation/Engagement in Your Employees?" Then, I found myself thinking why the negativism! So, I wanted to write what one should do to improve motivation/engagement. The irony was going back and putting "do not" in front of the two things I had written; micromanage and use negative language. That is when I thought of soliciting your help and that of other experts in Bayt. Please contribute.
- Agree on performance measures
- Define shortcomings and plan development programs to to overcome thos shortcomings
- Align the benfits system to performance
- Provide a professional environment and adequate resources
- Ensure clear common goals aligned to the cmpany's approved goals
My views as a supervisor1.Create a good working atmosphere free from internal politics.2. My employee feel that they are an integral part of the process so creating a sence of belongliness.3.Appreciating there efforts through rewards and recognisation and making there name hang at place which make them feel proud for the time and thereby create competition among them.4.Making myself easily assess able so that they can share their problem without fear.5.Getting their feedback for improimpro
Five things a supervisor can do to improve employee performance may sound simple, but it's quite actually a combination of factors that cannot be listed or summarized. Although for the sake of answering this question I can try to provide bullet points.
1.) Bridge the gap between boss and employee. By displaying commonalities in personal life and on the job tasks, you can take off a significant amount of growing tension between yourself and your employees. As a result, less stress will provide more energy for productive tasks and show them you are the boss they can count on. With this earned trust, communication when faced with issues can be effective.
2.) Team up employees who may be lacking in some areas with those who have strengths in the same area to increase teamwork and build up their skills. This pairing up can compensate for many shortcomings in the long run and provide for an innovative way for employees to work with one another. Complementing is better than just competition.
3.) As the forefather of behavioral psychology, Pavlov taught us many great lessons including the rewards system. Rewarding your employees for increased efforts intiates motivation and reinforces positive behavior in the workplace. Creating a ladder of success that they can see that includes promotions, workshops,even vacation spots will definitely encourage the employees to try their best!
4.) Challenges can expand knowledge and awareness of capabilities in addition to sparking interest at the job! You can provide challenges by setting reasonable target goals that can either be reached collectively as a team or individually. These challenges can sharpen the skills they already possess and help them acquire new skills and a fresh perspective on their weaknesses!
5.) Believe in them! Show them you are confident in their capabilites and express gratitude in their performance. Providing that emotional support will be mutually beneficial for everyone.
1. Include incentives for extra work
2. Include fun programmes in leisure time which would refresh employee
3. Understand employee talent areas and do letting him to work there.
4. Respect employee innovative ideas and implementing it, if found required for the company
5. Recognizing special efforts and announcing awards for that.
Provide incentives. Give credit to those who deserve it. Wages should reflect value of the employee. Never underpay. Set goals that are both challenging and achievable; never too hard to reach. Show respect. Empowerment is also a good thing.
Supervisor himself be a roll model. Appreciate his staffs at the right time, point out their weak areas to be improved,help them on accomplishment of tasks assigned and train them to be initiative through himself by being so and to let them take ownership of the task that they have done.
1. Make an honest inventory of peoples present skills.
2. Identify areas of improvement and effect improvement programs.
3. Identify next higher skills areas for people and prepare them
4. Effect higher skills program
5. Follow thru
6. Repeat cycle
If I am an HR Manager, I will suggest following5 things to do:
1). First, have a face to face meeting in which discuss about Strengths and Weaknesses. Inform what supervisor expects from you and what you did. Guide him how to remove weaknesses and encourage him on achievements.
2). Set new targets for the next session and breakdown in short term targets.
3). Link Compensation with Goals set. Performance Based pay is the best thing to get results and create Win-Win Situation for both.
4). Inform If he will achieve the results he will get the specific benefits. This thing motivates him. Also inform him if he is unable to achieve then he has a time period to improve.
5). Provide all the support and guidance during implementing all the things.
