This article will help employers get the most out of their employees and help employees get the most value from their work. Efficiency and enjoyment all around.
- Clarify Job Description, Regularly
Both employers and employees suffer under unclear job descriptions because expectations aren’t met on either end. Unclear job descriptions is actually part of why most employees leave a firm. The employee ends us spending time on someone else’s duties or performing non-essential work to the detriment of the organisation, whilst the employer feels disappointed with their hiring decision.
SOLUTION: Employer and employee together, compare the job description to the tasks performed and review monthly for the first three months of a new role, and again after a year.
2. Strive for a Culturally Cohesive Work Environment
Often things aren’t what they seem, even when you think they are. Even more often, employers and employees don’t understand what others in the work place value. Values are hard to define, because they stem from an underlying belief system that differs from person to person.
SOLUTION: To assure both organisational and personal values are met, every work place should have a values statement created by the entire team. Once the teams values are set, and the organisational values are set, managers should avail all resources necessary to effectively perform tasks in a supportive environment that increases morale across the board.
3. Hire Based on Qualifications, Over and Under
No matter how good and dedicated an employee is, they won’t be of much help if given work that they aren’t qualified for and don’t have time to learn. Most employees are happy to learn new things in their role, and shouldn’t be asked to do so under pressure.
SOLUTION: Build a job around an employee, rather than trying to squeeze a round peg into a square hole. Make sure that tasks are clearly defined and meets the skill set. This is a workplace, not a social club.
Overqualification is a slow death. A lack of challenge, slowly kills motivation. If funds are short, find a way to promote the overqualified with new responsibilities that meets their own personal values, allow them to showcase their skills, build their image, recruit a team under them etc.
4. Provide Constructive Feedback, Regularly
People like recognition for a job well done. Even if praise is unaccompanied by an increase in salary or a bonus, it will go a long way in encouraging employees to continue performing well. An unappreciative manager will cause resentment because no matter how hard employees work, no one will notice it. Constructive critical feedback is equally as important. Offer help explain when more is expected.
SOLUTION: Tell your employees that their effort is appreciated and that the organisation values them. When improvement is needed, the employee should suggest how they can improve first.
5. Increase Awareness of Unconscious Bias and Cultural Misunderstandings
Misunderstandings are often based on assumptions. In an increasingly diverse work environment, it is important for employers to know how to get the best from all employees regardless of gender, race or religion. Diversity brings many talents and strengths to the workplace, however conflict can arise from these differences, resulting into poor performance by some of the best workers. It is important to be able to communicate well with everyone within the organisation.
SOLUTION: Encourage co-workers to acknowledge others’ differences and find similarities, especially the common goal of production and quality in the workplace. Encourage continuous education and help employees be aware of their unconscious bias and how it affects misunderstanding.
6. Eliminate All Bullies
Bullies make people uncomfortable and prevent them from doing a good job, whether they are inside of outside of an organisation. Most bullies don;t have the self awareness to understand they are bullies, the rest are jerks. If people have to walk on eggshells and are afraid of confrontation, but bullies and victims need to work towards a solution.
SOLUTION: Call it for what it is early so it doesn’t become part of the company culture. Manager should hold bullies accountable for their behaviour and need to learn to treat others with respect. State acceptable behaviours clearly to all employees early, and most importantly make sure the leadership follow suit.
If you have never been bullied and don’t understand this point you probably are one and need to take a good look in the mirror. Yelling and pointing won’t get the job done.
Respectful communication puts everyone at ease.
7. Work with SeventeenHundred
Everyone in the workplace are already performing, norming, and forming anyway, so you might as well put them to the test properly. Solving underperformance will both make the organisation and it’s people grow and flourish. A win for everyone, you included.
If you are interested in learning more about unconscious bias, value statements, employee performance, or a culturally cohesive work environment, please get in touch with SeventeenHundred and we will happily find you a suitable technology product, workshop or coaching team to assist.
