Manage your employees for maximum efficiency


 

When to help your employees

When Setting Expectations for Employees,lack to an assignment or initiative. Provide
Establish  the  Right  Outcomestraining to boost skills in needed areas of
performance.
According to the book, First, Break All The
Rules: What the World’s GreatestHuman Resources professionals can assist by
Managers Do Differently, Compare Prices greatproblem solving with managers who seek ideas
managers assist each individual to establishfor managing around weaknesses. You can make
goals and objectives that are congruent withcertain individual strengths are nurtured and
the needs of the organization. They help eachthat people have the opportunity to use their
employee define the expected outcomes, whattalents in their jobs. You can design reward,
success will look like upon completion. Then,recognition, compensation, and performance
they  get  out  of  the  way.development systems that promote a work
environment in which people feel motivated to
In my experience, most work is performed bycontribute. Consider the advice of the book's
people who are not under the constantgreat managers who recommend, “spend
supervision of a manager. Given this fact, itthe  most  time with your best people.”
makes sense to let the employee determine the
right path to walk to accomplish herFind  the  Right  Job  Fit  for  Each  Person
objectives.
A manager’s job is not to help every
Performance AppraisalsFree Guide Toindividual he employs grow. His job is
Productive Employee Performanceimproving performance. To do this, he has to
Appraisals.www.inforambler.comidentify whether each employee is in the
right role. Additionally, he needs to work
She will undoubtedly choose the one thatwith each person to determine what
draws upon her unique talents and ability to“growing in his role,” and thus
contribute to performance. The manager willhis ability to contribute to performance
want to establish the critical path and thewithin  the  organization,  means.
check points for feedback, but to micromanage
the employee is a mistake. The manager willFor some people, this may mean reaching for a
drive himself crazy and lose good people whopromotion; for others, it means expanding the
feel  he  doesn’t  trust  them.current job. Traditionally, people felt the
only growth in the work place was
Human Resource professional can support this“up” the promotional ladder. This
approach to management by coaching managersis no longer true, and I doubt if it was ever
in more participative styles. You canbest practice thinking. Buckingham and
establish reward systems that recognizeCoffman state, “create heroes in every
managers who develop the abilities of othersrole.” Remember The Peter Principle
to perform and produce stated outcomes. You(Compare Prices), a book which maintains that
can promote the establishment ofindividuals are promoted to their level of
organization-wide goals to drive performance.incompetence?
When Motivating an Individual, Focus onThe Human Resource professional must maintain
Strengthsa thorough understanding of positions and
needs across the organization, to help each
Great managers appreciate the diversity ofindividual experience the right job fit.
the people in their work group, stateFamiliarize yourself with the talents and
Buckingham and Coffman. They recognize thatcapabilities of each person in your
“helping people become more of who theyorganization. Keep excellent documentation of
already are,” since each person hastesting, job applications, performance
unique strengths, will best support theirappraisals, and performance development
success.plans.
They focus on an individual’sDevelop a promotion and hiring process which
strengths and manage around his weaknesses.supports placing people in positions that
They find out what motivates each staff“fit.” Establish career
member and try to provide more of it in hisdevelopment opportunities and succession
work environment. As an example, if challengeplans that emphasize “fit” over
is what your staff person craves, make sureexperience  and  longevity.
he always has one tough, challenging
assignment. If your staff member prefersAs a Human Resources professional, if you can
routine, send more repetitive work in hisassist the managers and supervisors in your
direction. If he enjoys solving problems fororganization to understand and apply these
people,  he  may excel in front-line service.concepts, you'll help create a successful
organization of strong, talented contributing
Compensate for staff weaknesses. As anpeople. And, isn't that the type of workplace
example, you can find the employee a peeryou'd like for yourself as well?
coaching partner who brings strengths he may



1 A B C D E 76 78 79 80 81 82 83 84 85 86 87 88 89 90 91 92 93 94 95 96 97 98 99 100 101 102 103 104 105 106 107 108 109 110 111 112 113 114 115 116 117 118 119 120 121 122 123 124 125 126 127 128