The Importance of Employee Participation
Some employees enjoy what they’re doing. They feel connected to their company and perform innovatively, seeking to improve their output. These workers achieve performance goals without too much direct supervision, but remain in the minority. Most employees do little more than “put in their time;” many perform at barely acceptable levels, requiring constant supervision while they watch the clock.
HR and Worker Motivation
Good management ensures workers perform their tasks acceptably, even if they don’t excel. Human resources is instrumental in this, providing accurate assessment of employees, so they’re assigned work positions well suited to their abilities. Improperly assigned employees perform less well, with lower productivity, attendance and company loyalty.
Three conditions impact worker motivation and performance:
- Good working conditions and precise management/coordination of worker efforts.
- Identification of the diverse wants and desires that influence workers’ job motivation.
- The influenceof specific job characteristics and company culture on employees’ engagement with both the firm and their work responsibilities.
Positively implementing these conditions emphasizes a strong internal team environment essential to motivation, open communication, and improved employee performance.
Methods of Improving Employee Performance
- Assessing Employee Skills: Finding individuals qualified for company work requirements is a critical HR function. For their part, employees’ performance is connected to the work expected of them. Work which requires innovative response to challenging tasks helps resolve employees’ need for self-fulfillment, encouraging better engagement with both their responsibilities and the company. Taylor Protocol’s Core Value Index assessment technology helps HR accurately evaluate employees’ workplace potential, for better job placement and work assignation. Useful outcomes include enhanced worker satisfaction and productivity.
- Open Communication: Make sure workers know what’s expected of them. Issue clear directions, explaining what the project’s goals are and the expected deadline. Provide this basic information upfront and maintain an open dialogue. Encouraging employee feedback and questions instills a sense of ownership among workers, animating the workforce to better performance.
- Employee Training/Development: Worker aptitude isn’t enough to ensure good job performance. Not providing appropriate training can leave workers clueless about what’s expected of them, leading to diminished motivation and poor performance. Well planned training and job development programs add value to both corporate culture and employees’ work lives, significantly enhancing motivation and performance, while enabling employees by supporting their professional growth. Collaboration between management and staff also grows, improving corporate communications.
- Avoid Undue Criticism: Workers will make mistakes and projects will become sidetracked, even with proper training. You’ll lose employee respect and diminish their motivation if your analysis of their efforts is largely negative. Provide constructive criticism of all assignments, particularly those in trouble. Emphasize what’s gone right and how improvements to trouble areas can be implemented. Destructive criticism lowers peoples’ desire to work, guaranteeing diminished, rather than improved, performance.
- Provide Incentives: Incentives enhance worker enthusiasm and their output. They generally respond positively if their efforts are met with appropriate recognition and rewards. In turn, management acquires a more accurate picture of what motivates improved employee performance. These data help HR accommodate workers’ desire for self-fulfillment, while magnifying their company loyalty and desire to excel.
To improve workers’ motivation and performance, HR personnel and managers must now their people — who they are, not just what they do. Collect feedback about work conditions from employees; find out what motivates each team, as well as its members. Align their self-actualization needs with the firm’s affiliation requirements, creating a mutual bond between them. It may be impossible to accommodate each motivational characteristic for every worker, but recognizing what challenges your people professionally — and rewarding them appropriately for work well done — engenders an innovative culture that stimulates performance.