Category Archives: Employee Performance

How to Motivate their Employees at Work

The happiest of workers are the most productive workers. However, have you ever thought how can an employee group be motivated so that they work hard as well help in the growth of business? Luckily, the process of motivation in employees does not take too many resources or flare. In fact, as an employer if few minutes can be schedules for saying “Hi” that could just be it.  Workforce is greatest investment of any business effective HR function management helps in optimization of the employee potential. A workforce that is motivated and fully realized has impacts of significant kind for business success. To help the maximization of your investment management system for employees has been created that helps in further creating loyal and satisfied workforce. Hence, here are the ways you can motivate employees so that you have a successful company.

Empowering them

Giving employees more say in the job where they know how to do it is a part of employee management system. It is always advisable to ask for suggestions and inputs from them besides ways they can have performance improvement. Most employees do possess the potential and ideas about ways they can be efficient however they may not share those necessarily until asked. Using employee reviews for discussing improvements helps but it should not be confined to asking. If you serious desire to motivate and empower employees then advice has to be taken from them and have it implemented. One should give them authority for making personal decisions like providing service for clients up till a fixed point without the need for getting prior approvals.

Offer advancement opportunities

Your employees shall get motivated when they get to know that they are striving for something. If they feel that there lie no opportunities for advancement then they may not have enough working for. Nobody really desires working for a job with dead-ends. The employees must be motivated by having offered trainings that presents them all the necessary kills for climbing the ladder of career. Grooming the younger employees for moving on to better kind of opportunities is an intrinsic part of employee management system.  It is valuable because this enables building reputation of the company for being a great workplace.

Providing incentives and communicating better

One of the prime motivation boosters is incentives and these do not necessarily have to be too expensive. Incentives like gift cards, paid days that are extra and movie tickets can be offered. These are basically means that are quite low-cost for showing appreciation. Undoubtedly, cash rewards are best incentives as well. The one thing that must never be overlooked is communication. You should communicate with employees face-to-face and frequently. You staff needs understanding that they are valued and personal communications are the best because it shows that hard work done by them is appreciated by you.

Motivation is significant to keep best employees

If employees are not motivated constantly then enterprises and firms may experience higher turnover hence to keep the skillful workforce, you must devise ways to motivate them. Aspire to be in good mood so that employees work and get on-board for achievement of the goals at the time of employee performance review.

How to Measure Employees Performance?

Have you ever thought what can be the biggest secret of achieving organizational success that is greater? Certainly it is the system of performance management that needs to be strong. It is the process that one puts in place for measuring and regarding workforce abilities to exceed as well as meet goals. Increase in the overall productivity, creating loyalty and improving the morale in employees through management of performance is crucial to the company. Such a process often outperforms competition. Employee Management system of performance is effective and is at best when true-payment-for-performance is established and that in turn helps in the development of employee engagement. Process of compensation plan of the company being liked to team or individual performance is inclusive of rewarding, measuring and setting performance expectations that are achievable.

The quality and productivity of employees

One of the factors that is the most common is productivity and is used for performance appraisals. It is indicative of output of the employees along with specific time amount. For instance calculations like X employee made y amount of sales or produced Y units per hour, may be considered good start however they do not illustrate the full story. Quality is a crucial performance aspect and to measure both productivity as well as quality you need to resort to Performance management system. For measuring quality one can think of assessing ways that shall be effective for each output by employees. Review calculations related to performance need to be made on a regular basis. Then numbers can be later shared with employees and that gives them chance for regular improvement.

Performance objectives and goals

Especially when there are goals about quality then management by the objectives works really well. Using the employee Performance management system means that employers need to sit with team members for setting goals. The goals can be set through conversation and that allows team members for having a say in job. This makes them to give in their all, more likely. Goals of team members can be abstract where communication skills need improvement and personal goals must tie always into higher goals of the organization. Employees thus must know ways for monitoring the work towards goals. This way as an employer, you get greater understanding of the expectations you have.

Measuring effectiveness of employees

Measuring the attendance makes good sense for location and time sensitive roles. If there are inquiries from customers flooding in, then expect support reps of customers to be available. If they aren’t present then customer experience as well as response time suffers. Attendance measurement examples include measuring the rates for how long and frequently employees get absent, percentage of the days when employees late checked-in and percentage of working time contracted that has been lost because of absence. This includes crude rate of absence and all the like.

Measuring employee improvement

Companies or employers often measure the improvement through number of sessions or training programs attended by employees each year. It is useful got measuring results of training opportunities while in reviewing performances. If employee’s performance metrics taken recently, are higher by at least ten percent then training deems effective.

Better Performance Management System for Employees

Performance of the employees is the key factor in the success of any business enterprise. It can make or break a company – be it in the production department or marketing or sales. Having a comprehensive system that looks after the performance evaluation of employees is needed by every organisation. That is where Performance Management System comes in.

What is Performance Management System?

A Performance Management System helps the company to attain the organisational as well as individual goals set down by the top brass administrators. Its main objective is to keep track of all the individual employees and their overall contribution to the department, to the project groups they are part of and to the organisation on the whole.

This forms the basis of job evaluation and employee management system which helps in determining the success of the HR management.

The importance of Performance Management System

The important aspects of a good Performance Management System include the following:

1. Goals and targets

It obviously takes into consideration the overall and individual objectives delegated to each employee and what exactly their role is in the big picture. Without the benchmark of a target, there will be nothing to match the employee’s contribution with to do the right evaluation and review of performance. It is to be kept in mind that the individual goals should be fair and realistic and in lines with the corporate ones.

2. Good communication

A good performance management system must have a clear and transparent communication in both directions of the flow. Superiors must convey the targets in specific strategic facts and the feedback coming from the Employees should also be the same. It helps in fighting ambiguity and opaqueness which are quite harmful and ahindrance to actual progress.

3. Balance between flexibility and control

The employees need to be allowed a certain degree of autonomy and flexibility to attain the goals in the ways best suitable for them. But at the same time, there must also be a control put on by the authority to a certain extent that follows thehierarchical command-compliance system. Only then there will be an equal and healthy balance between the two.

4. Continuous employee performance review

By continuous we do not mean daily, but rather a generic sense of frequency at which rate the employees are to be notified of their progress or lack of it and how it is being considered by the organisation. Performance evaluation is quite pointless if the concluded information about the employee contribution is kept with the authorities and not shared with the individuals – without feedback or a benchmark of expectation, their performances are not likely to get better on its own.

5. Action on performances

The most important aspect of employee, performance management system, is the consequence of it. The organisation must take action on whatever evaluation comes forward – if it a negative one then the employee must be held accountable,and if it is a positive one, then they must also be rewarded.

Performance management system in an organization helps in detailing of goals and helps the organization to identify poor performances and allows them to come with ideas to tackle these problems.

Key Benefits Of Employee Management System

Truly speaking the employees are the greatest asset of every organization and it is necessary that are nurtured properly for various reasons. While you can count on the profits of the business with a constructive employee management system it is necessary for improving the productivity of the employees at a measured level. If you can use the internet daily for extracting all the information which is required at the workplace there if no reason that you make the human resource department understandably good with the implementation of this system. It is only likely that the management may not get time to evaluate the requirements of the employees and the level of performance which is needed by them.

You need to make the best use of the assets of the company which is the human resource. It is similar to overcome the challenges to tackle time in the most effective manner. Fortunately, you can do away with the dissatisfaction of the employees to a great extent.

Knowing whether it works:

It is important that you implement an automated system of performance appraisal for the employees but knowing whether it works or not is a different ballgame altogether. There are a lot of companies that have decided to switch over to software for managing the status of the employees and it has surely yielded the results which could not have been possible manually.

Make sure that you implement a system which is outright modern and fits into the structure of the organization. For organized, formal and standardized work procedures you must focus on an employee management system which shows effectiveness from the beginning.

Paperwork with time and attendance:

With the help of this system you can reduce the pile of papers and documents which contain employee information and if your business is big enough it will only lead to more confusion in the process.in addition to the number of hours that the employees out in an organization and maintaining a manual of regular attendance is the key of this automated system.

Quite naturally, the employees are not only more productive in this process but the problems of absenteeism can be prevented to a great extent. Furthermore, the employees are more punctual towards the duty.

Return of equipment:

Whether legal compliance is followed in the organization or not whether it is from the perspective of the employer or the employees is the biggest step you can take with the implementation of this system. Moreover, you can take care of some of the responsibilities such as managing the expenses, payroll and ensuring whether the employee has returned the equipment at the time of leaving organization.

This tool can be applied for all those companies which practice shift of rotation for alternate duty hours.

Progress of the company:

Measuring the progress of the company with the help of employee evaluation is a blessing. Instead of altering the pages of the documents which contain the information you can easily take a look at the software to gauge the progress of the company.

Essentials for Your Compliance Management System

In one word, compliance management is necessary for a business organisation for the purpose of keeping the whole operation within an organised system of working. Just like our body follows certain rules set down by nature by default, any organisational body also must do the same to keep going – except in this case it is not by default and the compliance of every aspect of the business has to be implemented.

Essentials for Your Compliance Management System

Here are some of the essential aspects of a good compliance management system.:

  • A defined audit cycle :- Making sure you have a defined audit lifecycle improves job performance, theefficiency of work as well as maintains the consistency in theworkflow. Once an audit cycle is fixed, the rest of the operations can fall in line keeping that as a yardstick for the organisational functions.
  • Checklist of compliance data :- There need to be certain points – like do’s and don’ts for a company as well. Based on that the compliance audit will be done; otherwise, there will be no base to start the audit and to determine whether the performance is at par or deviated.
  • Clear communication :- Once the audit cycle is determined, it must also be communicated to the entire organisation so that the different departments and project teams can schedule their tasks accordingly and also finish them in the time which tallies with the audit. The communication – be it an announcement or broadcast email – should contain the necessary information. The date, time, nature and personnel of the due audit must be communicated and then later on the result of it as well
  • Tools and support for the management :- A compliance management system is meant to make sure that the derived results of the audit are actually helping the organisation to react accordingly, fix their problems and work on the weak points and further sharpen the strengths. It is only possible when the management has access to the outcomes and analysis of the compliance audit and gets an insight into the risks and vulnerabilities. So instead of keeping the reports with the top administration, it should be handed down the command chain with the consequent orders.
  • Digitalisation of compliance data :- Nowadays nothing can be easily attained without the help of technology. To make the compliance audit work, the employee performance review and every other result should be made available in digital format for easy referral and instant decision making. It makes organisation tasks faster and also gives a more factual insight into the compliance situation for everyone to see instead of generic statements.
  • Self-assessment and analysis :- For compliance management system, it is essential to let the employees self-assess themselves as to where they stand in terms of compliance analysis. Self-evaluation is better than any other form of feedback,and with the audit data made available that leaves scope for the employees to match themselves with the results and expectations and where exactly their own contributions stand.

An employee management system is an asset to any corporation or business. It helps in creating an organizational method of working.

5 Tips for Effective Employee Performance Evaluation

Employee Performance Evaluation

The major reasons for which you need to carry out a review of the employees offering services in your company is to improve their behaviour and style of work. However, you need to document the good and bad work of the employees as well for which reviewing the work is an important work you need to handle. Whether it is adjustment in the salary, making changes in the plan of review or approaching the daily issues which affect the productivity of the employees in an organization you need to follow the right methods. However, there are tips that you need to follow to make the method of review perfect.

  1. Regular reviewing plans

You need to carry out the review more frequently while the employees deliver the work and the sooner it is the better it is for the employees. Ideally, the feedback must be carried out within the right time to enhance its effectiveness and combining regular and formal reviews is the best you can do to improve your business. For Employee Performance Evaluation it is necessary to call for the services of experts instead of the business owner taking the hassles.

  1. Twin communication process

Reviewing the employees must never be a one-sided affair as you need to get the feedbacks of the employees as well. For instance, if you have provided negative appraisal about an individual you must keep the lines of communication open or allow the person to prove the point. Communication is an essence of the process of review.

  1. Documenting the reviews

The performance evaluation report has to be signed by the employee and refusal in this case can enhance the problems to a great extent. If an employee refuses to sign on the document the matter should be brought to the notice of the Employee Management System.

  1. Related to job and objective

The review report must focus on the tasks that are handled by the employees rather than on the other issues and it is good to make it in the objective format. Ideally, there is no job descriptions which is as elaborate as the responsibilities that the employees need to handle but the performance review must be sizeable and based on measurable standards that are to be emphasized. You must avoid holding vague discussions with the employees rather hit the right pockets to extract the information you need.

  1. Good and bad aspects

When you review the performance of the employees you need to pull pout the pros and cons to maximize the efficiency of the review report. If there is an area which requires attention and you are keen to improve it is necessary to discuss the goals and changes are to be incorporated quickly to view the effects clearly.

Meeting the goals

As far as the performance review is concerned you have to find out ways in which to share the information with the employees. You need to have a comprehensive account of the performance of the employees and the feedback must be easy to share with the senior and to digest by the employees of your organization.

How to Conduct Employee Performance Reviews

Employee Performance Reviews

Managers and employees suffer from nervous attacks during the time of annual performance review in business organizations. However, the truth is that businesses benefit from this procedure as they are able to analyze the performances of the employees and also come through with tips to bring the improvements in the areas that are recommended by the review report. It also helps companies understand the expectations of the employees from the company in terms of financial support, growth and promotion.

Supervisors responsible for carrying out the reviews can suggest needs for training some of the employees and also develop a rapport during this process. It also increases the satisfaction level of the employee productivity greatly and there is nothing that they need to dread during the review.

Holding a meeting:

Managers must try to present the review report to the employees and hold a meeting with them at that time instead of handing over the form to the employees and asking them to out their comments. It is not about measuring things from outside rather drafting the real feelings of the employee about the performance rendered throughout the year which is vital. When it comes to the comments of the employees the manager must try to hold discussions with all of them who have picked negative reviews and try to understand the reason behind it before suggesting the solutions.

On the whole, carrying out the review to record the performances of the employees require skills to bring out the best feedbacks. It is necessary to get the feedback from the employees as well rather than making it one-sided.

Setting the goals:

What is the purpose of Employee Performance Review and how does it benefit the functioning of a business? You must try to get the responses of the employees before achieving the objectives. Ideally, the supervisors need to take a look at the job description of the employee and try to find out whether the employees have tried to attain the goals that are measurable. It is also important to track whether the employees have tried to fulfil the business objectives in line with the demands of the company or not.

Everything that the manager does for performance review must appear as a motivator to the employees rather than a mere appraisal. You need to apply the right methods to make the most of the review procedure.

Quick feedback system:

You see it and express your thoughts immediately as it is the essence you may need to carry. Waiting longer to comment might just destroy the basic purpose of review. It is good to talk to the employees to bring out their thoughts about the organization and its practices.

All that you need is brief discussions with the employees as part of the Employee Management System. Make sure that the review report you have prepared is effective and benefits the business.

Skills of conducting review:

To make the review effective in the real sense you must try to appoint the services of experts. What you need to ensure is that the conversation is not enduring but provides the results that you need for the growth of the business.