How to Combat Stress, Burnout, Loneliness, and Low Productivity at the Workplace
The Problems of Demanding Workplaces Contemporary workplaces are very demanding in terms of the physical and mental toll they extract from the employees. With ever-increasing competition among businesses and scarce resources, organizations demand more from the employees who perceive it as asking too much for too less. Also, longer working hours, the need to be […]
Human Capital Management – Meaning and Important Concepts
To understand the meaning of Human Capital Management let us first find out the meaning of “Capital”. What does the word “Capital” stand for? Capital refers to already produced durable goods which further contribute to the production of goods and services. In simpler words, capital refers to any produced good/service which enables an individual/organization to […]
How Managers Can Handle Performance Reviews with a Mixture of Tact and Firmness
The time of the year when managers and employees alike look forward to is the Appraisal season where they are judged and ranked on their performance over the last cycle. While some organizations have half yearly appraisals, others have yearly appraisals and the timing depends on how the organizational HR policies view the process of […]
Role of HRD in Determining Fit between an Employee and His/Her Role
The previous article on personality briefly discussed how organizations and the HRD function determine the fit between the employee and his or her role. This article looks at this topic in depth with specific reference to the role of the HRD function and the managers in this alignment. For starters, whenever an employee is hired, […]
What is Social Capital? – Meaning, Barriers and its Application
Social Capital is a concept that aims at emphasizing the importance of social contacts between groups and within groups. It primarily means that social networks have a value associated and that they are not always detrimental in nature as previously thought of. The concept of social capital also stresses that social networks lead to increased […]
Following factors play a crucial role in increasing the efficiency of employees at workplace.
Employees need to have well defined roles and responsibilities at the workplace. Individuals need to be clear as to in which all areas they need to contribute their level best and what all skills would help them perform better. They need to be aware of their duties and key responsibility areas. Duplication of work decreases efficiency of employees. Responsibilities ought to be delegated as per expertise, knowledge and interest levels of employees. Job mismatch leads to confusions and individuals eventually lose interest in work.
Effective communication plays an imperative role in increasing efficiency of employees, eventually benefitting the organization. Employees need to interact with each other, discuss their problems, brainstorm ideas and gain from each other’s expertise. They need to have an easy access to their manager’s cabins so that grievances and problems can be addressed immediately.
Even the minutest problem left unattended may become a major cause of trouble later on. Managers need to sit with their team members, monitor their performances, give them correct feedbacks and help them perform better. As a manager, you need to guide your team as to what all additional set of skills would increase their efficiency and help them deliver results on time.
If you expect an employee to work till late on his birthday, he would never perform and end up wasting the entire day. One needs to be logical. Do not ask your employees to work till late unless and until there is an emergency.
Rules and regulations should be same for everyone. Every individual irrespective of his/her designation or level in the hierarchy has to report on time. Allow employees to take small breaks during the day. Let them speak to their colleagues.
Strict rules like switching cell phones at workplace, blocking websites, not allowing employees to get up from their workstation and so on can sometimes irritate an employee, who in due course of time starts hunting for a new job.
Employees need to be satisfied with their jobs. Give a pat on their backs and make them feel that they have the potential to achieve targets before time. Let them feel special and indispensable for the organization. Trust me; nothing would help, if they do not realize it themselves. Self realization is of utmost importance. After all, you can’t keep a check on your employees every time. Trust your employees.
Money is a strong motivating factor for employees. They would never work if you do not release their salaries on time. Do not hold their monthly bills and other reimbursements. Appreciate their performances and reward them suitably.
Bonuses, additional perks, incentives play an effective role in motivating employees to meet deadlines, finish assignments on time and achieve targets on or before time.
Job security plays a crucial role in increasing efficiency of employees. Employees would not be able to deliver if they feel insecure at the workplace. Managers need to stand by their team members at the times of crisis and unforeseen circumstances.
Encourage employees to manage their time well. Help them plan their day. Ask them to organize their desk once in every week.
Employees need a pleasant work environment as they spend maximum part of their day at workplace. Give them the liberty to take some decisions on their own. Superiors should never treat their subordinates as slaves or keep them at arm’s length. They would never respect you. They need to feel happy at the workplace for them to stay positive, happy and confident. Encourage your employees not to participate in nasty office politics, rumours and criticism.
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