Listen…
Your employees are to improve on their work.
They value your constructive feedback on how they can perform better.
Listen.
Your employees are yearning to improve on their work. They value your constructive feedback on how they can perform better.
Current Gap of Performance Review
A lot of the performance review are not as effective as it is intended to be, duly in giving recognition and rewarding employees fairly for their efforts. It is done only annually or bi-annually and is not effective in providing feedback or recognition in a timely manner that is required for the employee to feel happy and valued.
Hence, performance review is not a true reflection of the capabilities and performances of an employee and not a fair tool for promotions and rewards.
Current Gap of work climate surveys
Employee surveys are oftentimes not accurate for the purpose of collecting vital data as employees are reticent and apprehensive about providing genuine responses for fear of being discriminated against.
Feedback from employees can provide valuable insight, but company climate surveys are only beneficial if respondents are honest.
Foster engagement
Employee engagement isn’t a human resource issue which most think it is.
It’s a managerial issue.
- Who dictates your work flow and provides your learning opportunities?
- Who do you do your performance review with?
- Who maps your learning and development path?
Direct managers are the key to engaging employees because engagement is driven within a department, even if it is reported on a company level. Most employees judge their connection and engagement with the organization through the relationship they have with their manager.
Simple solutions
Suggestion changing Simple Solution to Painless Solution?
Create an environment where feedback is “welcome and expected”. This way, your employees will be open about the areas of their job they are satisfied with, and with what needs improvement. Finding the right motivation for them and providing support and training for any performance gaps, helps to prevent them from being dis-engaged.
There are adverse consequences to having dis-engaged workers. Such as creating conflict in the workplace as well as negatively influencing employee morale. In addition, disengaged workers drive customers away with their lackadaisical attitude.
Create an environment where feedback is “welcome and expected”. This way, your employees will be open about the areas of their job they are satisfied with, and with what needs improvement. Finding the right motivation for them and providing support and training for any performance gaps, helps to prevent them from being dis-engaged.
Using employee surveys to hear the ‘voice’ of employees, their wants and needs.
Taking steps to minimize bad behaviour and fostering a culture of respect among peers and leaders, will boost employee motivation and engagement.
At Emperkz, we understand this vital point and will work with performance issues with your managers in increasing your employee’s engagement.
