You have to do more than control the performance of your employees to grow your business. Enable employees by means of coaching and expectations based on skills.
When companies around the globe are becoming more competitive and the nature of employment is also changing, workers are experiencing a lot of real-world problems.
The concern here is that many employees are not working from standard offices and carry out their work from off-site, from work to home or in remote places; they are running peculiar hours without access to infrastructure to provide a time-based assessment.
As such slacking off has become a concern for employers, both because it happens and because you think it could also happen (which is worse because it mentally puts you in a bad spot).
So, its important to learn, what is your preference as a manager, or as an employer.
To help maintain clear expectations and develop straightforward employee performance gauging templates, here are a few ideas that can help you communicate with your human resource:
1. Procedures for non-invasive performance review
First things first, the energy that powers your company computer is your staff.
They are the lifeblood that pumps through your industrial veins; therefore, it is important to recognize their concerns and build a communicative, transparent and welcoming environment.
I’m happy to be right with your employees, I’ve had terrible cases where I haven’t known some of my former employers come to me late and didn’t even acknowledge me coming back late.
I worked partly with international customers across time zones. Which made me sit late and something I’d do during my other working days. I’d do something. Our staff take time to stay with you from their families.
Your time is an investment, so help them manage it better.
Be transparent about them and connect–Inform them that jobs is a job that aims at success and that their quality is measured, trained, and enhanced.
One way to do this is frequently speak with your employees, ask them about their working days and if they need any assistance, it will help you get a sense of your direction of work and also help you develop a non-invasive performance appraisal process.
2. Set the standards of skills
It is a good idea to match the expertise and expectations of your employees. You may have star actors who are waiting for a good opportunity to come along in the trenches to help them shine.
This is where your department of Human Resources (HR) works. Regular surveys and staff round tables help you to understand where the morals of your employees lie, helps you to discover individual talents and to feel that employees wait to be discovered.
You’ve developed a recipes for success when you create an environment in which employee strengths are matched with corporate expectations.
The creation of “the organization of your dreams” and I paraphrasing, according to Harvard, means adding value for your employees and not just extracting it, and the work itself is inherently gratifying.
If you’ve created an atmosphere that understands the talents of workers and creates work around that for them, you’ve built a great company around your dream team.
These sessions are different from those you are expected to do regularly with your staff. These are done in order to keep people motivated and in control. These are done to support succession planning, transfers and/or promotions.
3. Use systems to help measure and achieve productivity objectives
Now that a comfortable work environment has been developed, it is time to use resources to assist in both evaluating and enhancing performance (not as a way to judge).
Because I primarily advise our clients on how to enhance their internal and external processes to raise productivity and credibility on the market. Here are a few tools that I advise people to try at the least:
- Time management is another important area that is often ignored. Many customers come to me with exactly this issue: how do we use non-invasive and real-life systems? You are searching at systems that keep plans and track engagement as employees work through geographies in order to meet company needs. I recommend to all my customers who manage the front-line teams. This is an excellent tool which helps employees to report organically.
- Slack, organizing conversations and encouraging collaboration is a pretty good tool. It’s a nice tool to help build structured internal communication, helping employees work better and faster, keeping productivity flowing and in control.
The goal is not to make employees feel that their performance is being tracked, but to create sufficient confidence for them to understand that openness and self-improvement are in the best interest of all.