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Improving employee performance
| Guest post by: Laina Molaski |
Article Overview: How to get the most out of your employees
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Free Download - Improving employee performance By Laina Molaski |
Improving employee performance
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You would think that taking care of performance issues in
the workplace would be pretty easy considering we are all adults. As we all
know it is not. Some people just don’t like any type of conflict and if you as
a business owner are one of those people you run the risk of allowing your
employees to run you rather than them doing what you are expecting. What can
often happen is that business owners/supervisors ignore, or let slide, the
first couple infractions. Either they feel it will work itself out or will get
better on its own. I’m here to tell you it will not. Typically it will become
worse and then when you have to address it not only is the employee surprised
but they are offended that you would say something. If you have been allowing
them to slide by on the same offenses you are now calling them out on then why
would you be surprised that now they are up in arms? To avoid the stress of
this difficult situation you need to first set clear expectations. You then
need to hold your team accountable. Do not let anything slide. At least mention
to them so they know you are aware (and always document). Have a process in
place as to how you will deal with repeat infraction. Is it a verbal warning,
and then a written warning, then termination? Decide what you want it to be and
create a written policy that you present to your employees and have them sign
off on. Hold them consistently accountable. Doing this for all your
expectations will ensure they will be met. This creates a happier workplace and
less stress on you. Also increase productivity which is great for business.
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Are Organizations Utilizing Employee Performance Appraisal Systems optimally?
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Why are Employees defensive about their performance?
The Truth About Improving Work Performance
Employee Warnings: One Strike and You're Out
Plain English Guide to Employee Handbooks
Performance Review Disagreements
Here Is A Quick Way To Improve Your Performance Review
Dealing with Performance Review Disagreements
Employee Motivation Programs - Top Reasons Incentives Work
How to Be a Sales Coach
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Accountability - The Secret Ingredients for Execution
How should I reward employee performance?
Employee Review Writer
Article Tags: employee managment, human resources, small business
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About the Author: Laina Molaski RSS for Laina's articles - Visit Laina's website Click here to visit Laina's website   Web Presence Improving employee performance |
Related Forum Posts
Re: Franchise of a popular call center
- If you have knowledge in running a call center and know how to manage it effectively then it sounds like it’s a good business for you. Workforce management relates to employee matters like payroll, HR, and employee training. Knowledge management relates to research, strategies, innovations and the effective use of technology. In both cases your prime clients are corporate sectors especially those who want to reduce their cost and increase performance at all levels.
Tips for Small Business HR Services
- In small business, one of the common mistakes made by human resources area is believed that a new hire will perform exactly as expected. A new employee must be provided information that will help improving his chances of contributing immediately to business or company’s performance. The new employee should be aware about the personal polices of the company during hiring process and provided a handbook during completion of the recruitment process. He/ She should be informed about particular company’s safety and security programs.
Re: Tips for Small Business HR Services
- Maybe atleast inform the employee what the employer expects from him and vice versa. Any relationship filled with expectations most especially high and unreasonable expectations eventually ends sour. If the employee does not fit the expectations of the employer you can either initially try to assess the employee during the interview stage if he does not fit the bill then look for another. But if ever you see the potential for improvement in that employee GT is right, training should be provided. With that every end is aware of the expectations surrounding the job.
A good screening process for new hires
- Another good screening method is the one McDonalds uses for its new employees. Applicants are subjected to two interviews (i.e. the first one by an assistant manager and the second by the store manager) and they have a "Crew Trainer" work with them for his/her first 3 shifts, each one being only 3 hours in duration. And at the end of the training period, an evaluation is done on the new hire and if he/she passes, there's a 6 month probation period before he/she is considered an "official" employee with full benefits (e.g. granted an employee card that allows them to get 50% off their meals at any McDonalds store location). And during the probation period, new hires are evaluated multiple times by various senior staff members (to ensure there's no biased performance reviews).
Document Your Processes
- Make sure that when you do plan on hiring an employee that you document your processes for that employee to follow, even the common sense ones.
I recently interviewed a Starbucks employee and was advised that everything including menial tasks were all documented by thier Manager in thier training manual. They very seldom have to ask for clarification.
This is important if you plan on having an employee inhouse or even outsourcing. When outsourcing it is more advising about your minimal acceptable standards.
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