As a manager, what are your strategies to improve employees performance?

Interpersonal relationship is important, rapport , being reliable and setting a good example to employees are one of the best thing we can offer to them. But to measure the performance of an employee there should also some tools, time and training needed. There should always a checklist for employees performance, like, how and what is the reason why the employee fails.

My strategies are as follows :

Motivate.

Train.

Appreciate.

Assign or delegate.

Appraise performance impartially.

Suitable rewards & compensation for performers.

 

Indeed, empowerment is the key factor that makes employees happy because if they are happy they produce higher-quality work and will be more productive. In addition, by creating peaceful environment, driving out fear and making easy accessibility between top and bottom management.

Effective friendly communications, sort out the employees problems and grievances in a justified manner,  understanding the employees' skill and placing them at right grades, always be present with their problem with right solution are some of the strategies of employees improvement.

1 – Communicate clear goals and expectations to your employees 2 – Share information and numbers 3 – Encourage open communication 4 – Not communicating or communicating late can damage engagement 5 – Actively promote organizational effectiveness, reputation, values and ethics 6 – Culture 7 – Let staff tell their own stories 8 – Trust 9 – Build engagement 10 – Encourage innovation 11 – Create a strong team environment 12 – Sense of belonging 13 – Provide constant feedback on the positives 14 – Give immediate feedback 15 – Show how feedback is being used 16 – Support employees in their work and growth 17 – Collaborate and share on problem-solving 18 – Delegation 19 – Incentives 20 – Celebrate both financial and non financial achievements

Encouragement and effective training sessions help in improving employees performance. 

Discuss that; Why are we doing this (task), and how will it contribute in company's business and in turn how will it give you, your part. It is observed that people do their job better when they know 'why are we doing this'? instead of just do it as part of job.

 

The employee must have the tools, time and training necessary to do their job well – or they will move to an employer who provides them.

Performance Improvement Questions

These are the key questions that you and the employee will want to answer to diagnose performance problems that result in the need for you to seek performance improvement. This checklist for employee performance improvement will help diagnose the performance issue.

• What about the work system is causing the person to fail?

   

• Does the employee know exactly what you want him to do? Does he know the goals and the outcomes expected? Does he share the picture you have for the end result?

   

• Does the employee have confidence in her competence to perform the tasks associated with the goal? In my experience, procrastination is often the result of an employee lacking confidence in her ability to produce the required outcome. Or procrastination can result from the employee being overwhelmed with the magnitude of the task.

   

• Is the employee practicing effective work management? As an example, does he break large tasks into small chunks of doable actions? Does he have a method for tracking project progress and to do lists?

   

• Have you established a critical path for the employee's work? This is the identification of the major milestones in a project at which you'd like feedback from the employee. Do you keep your commitment to attend the meetings at which this feedback is provided?

   

• Does the employee have the appropriate and needed people working with him or the team to accomplish the project? Are other members of the team keeping their commitments and if not, is there something the employee can do to help them?

   

• Does the employee understand how her work fits into the larger scheme of things in the company? Does she appreciate the value her work is adding to the company's success?

   

• Is the employee clear about what constitutes success in your company? Perhaps he thinks that what he is contributing is good work and that you are a picky, overly-managing supervisor.

   

• Does the employee feel valued and recognized for the work she is contributing. Does she feel fairly compensated for her contribution?

Understanding these issues in performance improvement enables a manager to help an employee succeed. When you follow these steps and answer these questions in a performance improvement mode, the employee can be helped to succeed.

 

Best wishes with your performance improvement. Performance improvement is the best tool you have to encourage and coach employee success at work.

Many people think that improving performance would be through implementing a reward system such as giving a bonuses or stocks and so on, but they didn't think about the result "quality" of the  performance. In this stage managers might move their focus from working toward a company objectives to increase personal wealth. I would say , Keep your employees trained and listen to them and their complaints at all time.   Also, you should understand their personality and then give them  right position. This what i have got so far at the moment.  Good luck 

First study about the organisation, job, employees etc then take appropriate methods like

 

- Provide allowance and other monetary benefits to employees according to their performance

- Participate employees in decision making

- Consider employees opinion  in planing

- Create a good working opportunity to all employees

Treat them as partners.

Keep them aware of the current situation, the direction and the vision of the company to understand how the company as a whole needs to get there.

Make sure you have comprehensive job description for each employee - shockingly enough some companies do not have that.

Be fair.