3 Great Ways To Improve Employee Performance

2024 Author: Harry Day | [email protected]. Last modified: 2024-01-07 22:18

How often do we meet a situation when a person is engaged in some kind of business or work and at the same time is constantly distracted, does not "burn" with the desire to work, or even tries to escape from the workplace at the first opportunity. This all happens for a reason, and there are three main reasons for this.

The first is the type of activity that the employee performs. How often does his manager ask himself questions - “What are the responsibilities of this or that employee of mine? And what is included does it coincide with his strengths and talents? Most likely, such questions are rarely asked. In my opinion, it’s in vain. Let me explain why.

Each of us naturally has things that we do very well, and most importantly, easily and with pleasure. With pleasure, precisely because it is easy. And it is easy, because it was given to us by nature. In other words, these are our talents. On which we did not have to spend years of training and agony associated with learning difficulties. For example: if by nature it is given to me to “find a common language” with any person. Speaking in a professional language - I have the competence and skill of "communication". In this case, it costs me absolutely nothing from morning to evening to communicate with clients and resolve conflict situations, while doing this very effectively and with a positive result. If they come up to me and ask “how do you do this?”, Most likely I will not be able to answer. Since a sign of talent, it is precisely the impossibility of explaining exactly how I carry out communication. I just do it, I have it great from birth, I do not spend any energy on such activities, it brings me pleasure, since everything turns out easily and positively. Here is the first point of professional efficiency with minimal fatigue, and rather even pleasant fatigue.

But how do you find out the strengths and talents of an employee? Have one-on-one meetings with them. Ask what they like to do outside of work. What books they read, what they liked to do in childhood, what, in their opinion, they do best. After acquiring the overall picture, feel free to change its functionality. Match him with job responsibilities that match his natural strengths. If he has the ability to carry out these duties every day, you will get a very effective employee who can work sometimes and overtime if necessary, but more on that later.

The second important reason is the discrepancy between the functionality and the employee's personality type. Every person has a natural preference. There are four categories of preferences, each with two opposite poles:

• What people prefer to focus their attention on and where they get their energy from (Extraversion or Introversion);
• How they prefer to receive information (Feeling or Intuition);
• How they prefer to make decisions (Thinking or Feeling);
• How they prefer to interact with the outside world (Judgment or Perception).

In each category, we prefer one of the two opposite options. It happens that we use other poles, but not at the same time and not equally confidently. By using our preferred methods, we feel the most competent, we do it naturally and without problems. In other words, we spend less energy and effort, which means we work more efficiently and do not get tired.

For example, if a manager sends an extrovert to an exhibition to collect contacts, he will cope with this task more easily than an introvert. He will most likely return from there energetically filled, since for him this is a way of "recharging". An introvert may just as effectively gather the same contacts, but after that he will have to recover for a long time, being in silence and alone with himself. Likewise, for example, if a person with a preference for "Feeling" sets the task of reducing 30% of staff, he will do it, but it will be given to him with great difficulty, since making decisions, he is guided by emotions and feelings. You can imagine what he will experience in this process, and how difficult it will be for him to make the right decisions. After this project, perhaps it will burn out and be devastated. It may well be that he himself will quit. But for a person with a preference for "Thinking" this task would have been easier. Since, by nature, he has a preference to be guided by logic, and not by feelings, which means this process would take place more naturally for him.

How to determine your personality type? Simple enough. Conduct testing with staff. It will allow you to determine the prevailing personality types. After that, look at the correspondence of the functionality and tasks to their natural preferences. If we are talking about you personally, then also test and look for a job where your natural inclination will be realized 100 percent.

Only then, it will seem to you that it is easy and interesting to work, and in the morning you will want to go to work, even if it is far from home and even hunting on vacation.

The third task that should be solved in my opinion is non-material motivation. Here everything depends only on the approach of the management and founders. Even if the first two points are taken into account: a person realizes his strengths and talents at work, does it in his natural preference, that is, he is simultaneously charged and does not strain - this may not always be enough. Man is created in such a way that he needs to be appreciated, respected, praised and given responsibility. In other words, we are talking about non-material motivation. Imagine that an employee does everything perfectly, efficiently, easily and with joy, and at some point he realizes that no one needs it. More precisely, no one appreciates it. He, in spite of everything, is still constantly monitored, “wings are cut off” when you want to fly, the work is the same and monotonous, and any ideas are blocked. As a result, you will lose such a person, he will not be able to go to work with enthusiasm. He will think that there is somewhere a place where he will be appreciated, allow him to take the initiative, listen to his opinions and give him responsibility.

How to deal with this? Simple enough. Reveal your "stars"! Give them variety, praise them, involve them in a common cause, give them the opportunity to create and spare them a little freedom. Trust me, it's worth it! In return, you will get yourself a motivated employee who performs functions that he naturally performs easily and with pleasure, and also gets energy and runs to work like a holiday, even if it’s after-hours and you really want to go home.