If a company wants to be at the top, it is important that it recognises the contribution made by its employees. For this, the company bosses need to manage the workplace environment in such a way that they are able to increase the productivity of their subordinates, says lalit Jain
An employee functioning to his full potential is equivalent to two with below par productivity. Employee productivity is a crucial aspect of the success dynamics of a company and it takes more than the employee’s potential to increase productivity. Capability apart, a number of environmental factors play a role in determining whether a company’s employees are at their productive best. Increasing productivity will not only help you deliver on projects it will also help cut costs and improve the company’s work culture. Increasing productivity has a lot to do with keep the employees happy and satisfied. A satisfied employee will certainly be more productive and easy to retain.
Appreciate and give due credit: Salary might be the most important determinant in incentivising performance but one cannot dismiss the importance of recognition and appreciation. Often, employees take a lot of flak for the tasks that go awry but fail to get apt recognition for the good job done. A regular word of public appreciation, a pat on the back and a few kind words can do wonders to increase productivity. The employee will return next day with a renewed vigour.
lend an ear and keep them focused: One may be a strict no-nonsense boss, but listening to the problems of the subordinate once in a while not only gives her an outlet but also an assurance that he is being taken care of. Professional differences with colleagues, petty office politics and unhealthy competition at workplace may sometimes be a drag on an employee’s performance. It may help if as a senior one is able to listen and do the bit to ease out the tensions. It will help take away the undesired stress on the employees and help them focus on the job.
Rewards & recognition: It makes an employee happy if her loyalty and dedication is recognised. It makes her all the more happy if it is rewarded occasionally. Today, companies are moving beyond ageold HR practices and entering into the new domain of organised rewards and recognition culture. The new age creative solutions have made R&R policies more organised and institutionalized. If one recognises the employee’s contribution, offer them rewards that would thrill them, rather than gifting a company based notebook and pen, or a bag or a shield. A creative, well planned sophisticated R&R programme can ensure that the employees are offered a choice from a menu of rewards to attract.
Upgrade their skills: It also works well for the employees if they are offered skill enhancement training and programmes while on the job. It may do well for the company if one picks up a few employees every year and send them to week long training programme that will help them upgrade their skills.
This will not only increase the skill level of the company, but also make the employees feel that the company wants them to grow. So, if one feel sthat a subordinate has the potential to be good manager but lacks in communication skills, send him or her to a fortnight long programme to improve communication. He will return back with improved skills and greater confidence and might be a good future managerial prospect.
Offer them new challenges: An employee should never feel static in his or her job, there should always be scope for new challenges and excitement. On shore assignments where employees are sent to the headquarter offices of a company for a few months job or are sent abroad to handle a project or two are part of such challenges that keep the employees’ interest in work going.
(The writer is director & co-founder of Annectos)