Employees Achieve Higher Performance
The following steps will help you and
your employees interact in ways that make you work more efficiently and
effectively. These steps will help you help your employees feel more
motivated on the job and build the connection between their own
interests and the interests of the organisation.
your employees above and beyond the status quo of just doing the same
job every day. Make their work challenging, and help them to see the
big picture- and their part in it! Most people want to be better and
more capable. But they may resist
if they feel that higher expectations are being imposed on them. Make
sure your employees know that youíre simply trying to help them
stretch and grow.
are the standards of performance for a particular job? Identify them
and be specific about the outcomes that characterize outstanding
performance and the outcomes that indicate unacceptable performance.
Invite discussion on this matter and listen carefully to what the
employee has to say. Encourage each employee to establish his or her
own parameters for measuring performance based on what he or she
considers to be realistic.
- Help your
sure everyone understands who is responsible for each job activity.
When employees know their roles in a relationship to those of others,
this reduces confusion and gives them a better sense of how they might
work with their fellow employees to meet their individual objectives.
- Define the
scope of Responsibility for Employees
a written list of performance standards for meeting and for exceeding the
expectation youíve agreed upon with your employees.
Remember: you want your employees to continue to stretch, yet you must
be sure they can attain those goals. Be specific about what its going
to take to reach the standards, in each area of job activities.
- Document what
you and your employees Agree On
youíve set standards, review the specific tasks of each personís
job. Identify and discuss the areas in which each employee is skilled
and qualified. Ensure all employees know that once they have started
the project and gained more insight into the intricacies, you are
willing to revise these expectations as necessary. By doing this, you
provide a safe environment so that each employee can be open and
honest with you about the successes and struggles along the way. In
other words, you're sending out a big message that says, "It's OK
to be human!"
time to observe how things are going along the way. Don't wait until
the end of the project to check in with your employees.
employees know what to expect if they meet or exceed the standards
you've developed. Be clear and upfront about potential rewards. Let
employees know what's in it for them. And plan for them to succeed.
- Decide on a
course of action
Suggestions for Rewards
Autonomy and Responsibility-
tells employees you trust them to make
- A promotion-
more responsibility and salary increase
within the organisation-
Sending a memo publicly recognising them
new computer system, an assistant,
- Special recognition-
certificate of appreciation, gift
- A more flexible work
- Material Rewards-
such as trips, dinners, lunches,
"Motivating Employees" - A Bruce & J Pepitone
Increase From 1st July 2002
the 2002/2003 tax year (commencing 1 July 2002) the minimum level of
superannuation support you will be required to pay under the
Superannuation Guarantee scheme will increase from 8% to 9% of your
employee's total base earnings.
If you require any assistance filling your vacant
positions, please feel free to contact our office on 9570 2411
If you have any questions, human
resources issues to discuss or would like to give any feedback in
regards to this newsletter, please don't hesitate to email me - firstname.lastname@example.org