Improve Staff Performance
It's how the workforce performs that determines whether companies succeed, so how the workforce is encouraged to perform at its best should be a prime consideration and be placed at the heart of business strategy.
There is no silver bullet that will deliver high levels of employee engagement overnight and certainly there is no one size fits all solution.
Start by sending your staff this short survey << Click Here >> to download
Contact us to discuss how these tools and techniques can be implemented in your organisation.
Top 10 tips for getting the most out of your team
1. Share Your Vision
Talk to people about your vision for the company, share your passion and make sure they are engaged with the strategy for achieving your goals. Staff need a clear understanding of where you firm is heading.
2. Value people’s individual contribution
The behaviour and sincerity of managers in showing how they appreciate what their people do is very important. This involves regular two-way conversation between managers and staff. Praise for a job well done or encouragement for improved performance shows that you value your people.
3. Involve people when developing your plan.
If you share your goals people will understand the objectives of their team and know what is expected of them. You can agree the milestones required along the way so everyone involved has a clear picture of what success will look like.
4. Encourage people to make decisions and take responsibility
Managers should promote a sense of ownership by getting people involved in decisions that affect their individual performance, and their team, at a level appropriate to their role – the more decisions your team can make without you the more empowered the team is, but make sure you give people the information, training and development to do their jobs.
5. Know what the qualities of an effective manager are
You need the right knowledge, skills and behaviours from your managers and supervisors. Your staff should be able to describe what their manager is doing to lead, manage and develop them effectively. This should reflect the culture and values of your organisation. You should help your managers to grow and improve.
6. Encourage everyone to contribute ideas to improve performance
Create a culture that encourages people to make improvements to their performance in the job as well as that of their colleagues. Give everyone fair access to the development they need so they appreciate the support their manager is giving them. This can be advice and guidance either at a one-to-one or team meeting.
7. Provide Frequent Constructive Feedback
Provide frequent feedback so that people know how they are doing. Sometimes, the purpose of feedback is reward and recognition. People deserve your constructive feedback so they can continue to develop their knowledge and skills.
8. Involve people in regular discussions about performance
People can then decide the best course of action for themselves and their team. They can explore how success in these activities will be measured, and how they contribute to the overall objectives of the firm.
9. Ask Questions and listen to your staff
Encourage people to communicate by listening to them and asking them questions. Help them by asking questions, not by telling them what to do. People generally know the right answers if they have the opportunity to discuss them. When someone brings you a problem to solve, ask, "what do you think you should do to solve this problem?" Or, ask, "What action do you recommend?" People can demonstrate what they know and grow in the process.
10. Create a fun, challenging, and empowered work environment
An environment where people are able to use their abilities to do meaningful jobs for which they are shown appreciation will enhance motivation and performance. It’s people that drive your success, so their engagement and performance levels can make or break your strategy. Ultimately, delivering strategy is about hiring the right people and motivating them to deliver results.
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