Kategorie: Unternehmen

With these smart HR managers goals, you can accelerate company growth, improve brand reputation, and create a happy, productive environment for employees. The human resources function is widely regarded as the gatekeeper to an organization’s productive workforce. It is a strategic business partner that facilitates organizational growth by, among other things, hiring the right talent, aligning learning and development objectives with organizational needs, and so on. However, human resources are no longer just a support function in charge of hiring and retaining employees. As organizations accelerate their digital transformation journeys, new operational norms will emerge.

And it is at this point that HR revisits its fundamental goals, such as hiring new talent, employee retention, communication, employee appraisals, and so on, and aligns these goals with changing realities. As a result, policies and processes must be realigned.

What are HR managers SMART goals and objectives?

HR SMART objectives provide much-needed clarity and alignment. The acronym SMART stands for Specific, Measurable, Attainable, Relevant, and Timely, and it refers to objectives that are not vague, misdirected, or impossible to implement.

SMART goals disintegrate the organization’s overriding vision into tiny, bite-sized portions for each department to use in setting their participants’ KPIs (Key Performance Indicators) and OKRs (Objectives and Key Results) (Objectives and Key Responsibilities).

As organizations continue to innovate or expand their business through new market opportunities, HR goals such as “increase hiring by 200 percent in comparison to last year” would be a diversion from the company’s objectives.

Why should human resource professionals set SMART goals?

SMART goals assist the HR department in keeping the organizational mission in mind at all times and working towards the organization’s greater good. Even the best-laid plans can fail if they lack specific, measurable, achievable, relevant, and timely goals. SMART goals for HR professionals provide them with measurable targets as well as the means to achieve them, keeping them focused and motivated throughout. HR professionals can track their progress against predetermined goals.

They can quickly detect any deviation from the predefined path and correct it, saving time and resources. HR SMART goals assist HR in quantifying their requirements so that they clearly understand what needs to be requested from the board, in terms of budget and resources, in order to meet their goals.

Similarly, HR SMART goals help quantify the results, such as a percentage contribution to the organization’s overall growth in terms of brand enhancement, improved employee feedback, and a larger skill pool. When followed consistently, SMART goals provide a significant push in the right direction for the company culture, making it desirable for both future candidates and investors.

Human Resources SMART Goals Examples

If the firm would have to cut costs, for example, the HR department’s Smart objective would be to “increase annual retention from 80% to 90%.” The reasoning is that the company cannot afford to lose existing talent because it cannot hire new employees.

Companies may become complacent about retention during economic downturns, assuming that employees receive job stability above all else and will not take a chance by changing jobs.

However, according to the Bureau of Labor Statistics, employee turnover has remained relatively stable in recent years, making the SMART goal of employee retention even more relevant. This Strategy address can be subdivided into further tactics to attain it, such as employee rewards and recognition programs, possibilities to upskill/reskill, and so on.

Consider the following SMART goals for HR professionals:

Redesign the Employee Experience

Recruiting and retaining the best and brightest is one of the most important goals for any organization that wants to succeed. As an HR professional, you must assist the company in achieving this goal by maintaining a high level of employee experience. You should make sure that new and existing employees are excited to work for the company and aren’t looking for other opportunities.

Recruiting and Selection

It’s time to take a step back, assess your talent management achievements, and set new recruitment goals. As static recruiting methods give way to smart goals, hiring managers must make time to keep up with the changing trends. Set the right targets for 2022 to keep the recruiting game healthy.

Retention of Talent

Talent retention is difficult for most organizations, and many don’t even have a retention strategy or goal in place. Employee retention is a major concern, especially given the historically low unemployment rate and the ongoing battle for talent.

Finally, three tips for HR professionals on setting personal SMART goals.

1. Before you do anything else, learn about the HR industry’s ecosystem and what resources are available.
2. After you’ve learned everything there is to know about HR’s broad topics, you’ll need to decide whether you want to work as a generalist HR professional or a specialist in one or two areas.
3. Once you’ve decided whether you want to be a generalist or a specialist, you should seek out additional educational opportunities, such as workshops and seminars, and gain more experience in your field.

Peer-To-Peer recognition at work can be a powerful tool for both encouraging behaviors that shape culture and identifying top performers or individuals with greater influence across an organization. On an individual level, getting recognition or feeling valued can make one feel more productive in their position.

In today’s world, every organization follows a culture of recognition. Employee recognition makes them feel motivated and accomplish their goals. Employee recognition is given by the top-level management to the employees of the organization.

Peer-to-peer recognition is when the employees show genuine commendation and appreciation for each other. Though, this method of recognition is not followed by every organization. But a lot of companies are adopting this culture of recognition after they get to know the benefits of the same.

Ways to promote peer recognition culture in your team

Peer recognition increases employee motivation and self-esteem, better collaboration, increased transparency, improved employee morale, decreased employee turnover, and a great team spirit.

Define Objective

Before you start, your objective should be clear and shared with all the management of the organization so that they see a clear picture of what they are going to do, how they are going to do it, and what will be the outcome of the program. Cost estimation is a very important aspect of recognition programs.

Build a team

You need to appoint a team to do the recognition program. The team will be responsible for creating activities that emphasize everyone’s contribution to the recognition and rewards. The team will be responsible for implementing, managing, and establishing a peer recognition program.

Characteristics of team members:

• Good knowledge of the program and its benefits
• Leadership qualities
• Have an interest in the program
• Following company values.

Define clear program criteria

Before implementing the program, there should be a criterion on the basis of which the recognition program is going to take place. This criterion should be clear, concise, and understandable. This should support the culture of peer recognition. The peer recognition criteria should be based on the following questions;

• What type of behavior of an employee should be awarded?
• How the said behaviors should be awarded?
• How often should employees be awarded?
• What platform should be used for team communication?

Share the idea with the employees

Make the employees aware of the program, how to use it, the benefits of the program, and encourage them to give their feedback and inputs. Draft ideas for creative employee recognition rewards and send the survey to the team and ask them to rank the options. This will help to create the most creative recognition rewards. It is authentic to share the idea with employees. They add up their own ideas and inputs into the program. Employees can best define what makes them motivated with the program.

Microbonuses

The micro bonuses can be given by leaders to the employees, employees to employees, and even from an executive to a manager. Peer recognition also supports the idea of giving micro bonuses from peer to peer in recognition of a great work or valuable contribution. You can give the micro bonuses at the very moment when a valuable contribution is made by the colleague.

Characteristics of recognition

There are a few characteristics of the recognition program that should be followed to make it more effective and attractive to the employees:

• Make it immediate

It is the key element of peer recognition that the recognition should be immediate. Because when the recognition gets delayed, the impact of the reward also gets denied.

• Authentic

Ensure that the recognition is genuine. It should not feel like it is another task for the employees that they just have to do to complete their to-do list. If this happens, then they will be unlikely to give sincere commendations.

• Specific

A generic recognition will not lift up the spirits of the employees. So the employees have to be specific while giving recognition to their colleagues. The specific commendations will spur peers to do even more and build a good culture in the team and company.

Exciting Activities to make recognition fun

Making it fun is the best way to help people quickly adopt the recognition culture. The employees will lose interest in the program if they don’t find it easy, fun, and exciting. The aim of the program should be to create a recognition experience that your team will love.

Measure the success of the Program

This is the last step while promoting the peer recognition culture. In the end, measure the metrics to know how much the program was effective. To measure the effectiveness of the program, these are the metrics you can follow;

• Number of peers recognition sent
• Number of active leaders
• Activation rate
• Up sticks
• Losses

The measurement of results helps you to analyze where the adjustments are needed in the program and how to make them implement.

Job satisfaction is the level of pleasure or fulfillment an employee feels for their job. Job satisfaction is an important aspect of any business. When the employees are satisfied with their job, they are more committed, productive, and more likely to stay in their jobs. The manager has to give respectful treatment to employees at all levels. They all play a vital role in the business, so they all need to be satisfied with the behavior of the manager. The main factors that give satisfaction to the employees towards their job are pay and compensation, overall benefits, and job security. The trust between the employees and senior management keeps the employees connected with each other at all levels. It increases job satisfaction among the employees.

10 most important tips to maintain job satisfaction in your team

We can maintain job satisfaction in the team members by following the tips given below:

1. Appreciate the work and efforts

As a manager, you must find time to make your team members feel appreciated and affirmed. Celebrate their small successes and acknowledge their larger accomplishments. Even if you work remotely, think of ways you can boost your employees’ feelings of pride and accomplishment. This should be one of your highest priorities as a manager because most employees don’t feel they get enough praise.

2. Focus on the long run

You have to focus on directing the team members towards the vision of the organization because when team members and employees see the big picture—the organization’s goals, vision, and strategy—they feel connected to the organization. They see how they can contribute to achieving those goals, leading to increased job satisfaction.

3. Communicate openly

As a manager, when you express your opinions, your team will be more likely to do the same. In your conversations with team members, share information regarding progress and setbacks. This makes them feel connected to the workplace and maintains their job satisfaction.

4. Take an interest in your employees’ well-being

Managers should check in with employees on how they are doing. Making time for one-on-one meetings can help you build a relationship with your employees. That helps them feel heard and improves the quality of their work.

5. Give them opportunities to grow

This plays the main role in maintaining job satisfaction. When employees stop learning, they might consider looking for another job. Managers can give their employees something to learn by encouraging them to attend conferences, webinars, and seminars; mentoring; and offering internal programs. They should also keep the mindset of curiosity and learning high in interns doing a job and in employees building a career.

6. Share feedback regularly

Feedback is a crucial part of the employee-manager relationship. Having unstructured feedback sessions, held regularly and often, is ideal. Give your employee regular constructive feedback sessions to show that you are invested in his or her professional development. The best ways to give healthy feedback are

• The positive intent
• Constructive
• Genuine
• Regular

7. Form positive relationships

It’s easy to overlook the power of a positive relationship. It helps if managers take time to nurture these relationships with employees and colleagues. When we work well together, both we and our businesses get benefited. Collaboration is more effective, and we create a sense of trust that strengthens our teams. It’s a fact of life that happy employees are more productive than unhappy ones. One way to put a smile on employees’ faces is to get them to be friends. Nothing beats having someone around with whom you can talk about things other than work.

8. Give your employees room for promotion

As promotion and career growth is the main factor of job satisfaction, the manager should always keep this into consideration. As an employer, you can help your employees plan for their long-term success. This shows them that you are committed to seeing them progress and that you’re willing to invest in their career growth. Encourage your employees to map out their career goals so they can transition from a job to a career.

9. Rewards, Recognition, and Performance bonus

Monthly salaries are fair, but when it comes to rewarding productivity and results, it becomes the best to do for your employees’ job satisfaction. Money talks, and an employee who feels underpaid will be less likely to try hard at his job. Book rewards and recognition to motivate your workforce and you’ll see an increase in productivity.

10. Ensure job security

Employers can help workers feel more secure about their jobs by communicating with them about the financial state of the company, its objectives, and its performance. When employees know their employer is doing well financially, they feel more secure about their job.

To ensure job satisfaction for employees, many organizations conduct biannual or yearly employee engagement surveys that address topics like teamwork, feedback, information, work-life balance, and work relationships. The organization can so work on maintaining job satisfaction by providing the data from the surveys.

Employees feedback is essential for informing your staff about how they’re doing and what’s expected of them, as well as aiding their development and learning. It’s critical that this feedback occurs on a frequent, continuous basis, rather than only at performance reviews.

So, as a manager or team leader, how should you accept constructive feedback that addresses issues or flaws that need to be addressed?

Here are ten suggestions to assist employees to keep up the good job or improve their skills.

problem-oriented and specific in your approach

Explaining why something could be done better is a vital aspect of telling an employee what they could do better. For example, opening a conversation with ‘You need to be getting to work sooner’ presume the employee understands the importance of timeliness. Instead, be specific about the issue at hand – which in this example could be that clients are being kept waiting – and organize your criticism around it.

The employee may not have all of the background or context for a problem.  Therefore, if necessary, explain how well the problem affects you and the rest of the company. The more specific your input is, the more actionable it will be.

Discuss the problem rather than the individual

Effective criticism, by definition, focuses on outcomes and objective observations, rather than the employee’s personal characteristics. Individual-centered feedback could be interpreted as an attack motivated by personal feelings rather than objective facts. By focusing on the circumstance rather than your personal view of it, you demonstrate that you are primarily concerned with resolving the issue at hand rather than insulting the worker’s individuality.

Give credit where credit is due

Giving optimistic feedback to staff is also important – and recognizing positives among difficulties might be a smart approach to reassure them that you haven’t lost perspective. ‘I think you did a terrific job with this account — sales are up 13 percent since last quarter,’ for example. However, a few consumers have informed us that response times have increased.’ This communicates to the individual that you are not criticizing their entire performance, but rather that some elements of their job require attention. Just be careful not to exaggerate the positives, as this might make you appear untrustworthy or fake.

Be direct while remaining informal

Avoid using technology to transmit your input, such as email, text message, or phone, as this can lead to misinterpretation and make it appear less essential than it is. It’s preferable to speak in person, at a quiet place where you can have an open and honest one-on-one conversation with the employee. If that isn’t possible, a phone or video chat may be the best option if that is how you normally communicate.

While it’s important to be informal, it’s also important not to waste time – feedback of any kind is most useful when it’s brief and to the point.

Be truthful

If your tone and approach do not correspond to the context of the feedback, you may send a mixed message that confuses your employee. If the report is positive, let your emotions show that you value their efforts. When responding to negative comments, a more worried tone indicates that you believe the issue should be handled seriously. Above all, avoid showing negative emotions such as rage, sarcasm, or disappointment.

Listen

When providing constructive feedback, make sure your employee has an opportunity to respond. It should be two-way communication between you two. This demonstrates that you are willing to listen to their worries and interpretations of events. It also provides an opportunity for employees to share their opinions.

Make sure it’s timely

It is ideal to give appreciation when an employee’s accomplishment is still fresh in their mind. Immediacy is also necessary for negative criticism unless an employee has done something that truly makes you feel bad. In that scenario, you should probably wait until you’ve ‘cooled off’ before bringing it up with them. This will help to guarantee that your feedback is objective and free of emotional bias. The most effective constructive feedback focuses on behavior or situations rather than persons and personalities. It is delivered in a supportive and respectful tone and setting. Great constructive criticism assists employees in recognizing and avoiding mistakes, as well as inspiring them to reach their full potential.

Follow up

Finish the discussion by deciding on the next step and a topic for a future discussion. Follow up and offer assistance to help the employee achieve the goals you’ve set together. Keep a note of these conversations and think about including them in the employee’s annual performance evaluation. This helps in tracking your progress.

Finally, remember that we all thrive on positive reinforcement, so don’t assume that employees will always know when they’re doing well – tell them. Giving ongoing feedback to employees, whether good or slightly negative, is one of the most significant and potent employee development tools at your disposal.

Employees’ motivation is the enthusiasm that an employee brings to the organization on the daily basis. The manager has to find ways to motivate their employees. The workplace plays a very significant role in the motivation of employees. The workplace environment needs to be positive to get the best results from the employees.

When the employees are not motivated, the organization experience reduced productivity, lower levels of output, and fall short of reaching company goals. Whereas highly motivated employees make the organization experience high productivity, and better output, which helps to reach company goals.

Ways to influence employee’s motivation

The following are the ways that can be used for employee motivation:

Schedule one-to-one time:

The art of scheduling one on one meetings with the employees is a great motivational tool. It helps the manager to know the employees personally and build relationships with them. The manager gets time to hear the suggestions, ideas, problems, and performance issues of the employees themselves. The main element to discuss with your employees is the goals and expectations that the organization has for them.

Give purpose to employees:

Make employees understand their purpose and the purpose of the business. So that they can visualize it in the bigger picture and analyze how they get fit into it. They need to understand what role they play in the organization and how can they perform their best. By knowing the purpose, the employees get inspired to perform their best. They analyze how they can achieve the purposes of the organization.

Discover their motivation:

Every employee has their own interests, goals, and aspirations. As a manager, it is your responsibility to find out what motivates them the most. To motivate them the right way, you need to show interest in the employee’s jobs and aspirations. For this, you have to take time and talk to the employees personally and know what their motivations are. By keeping these little things in mind, you motivate and earn the trust of your employees.

Be transparent:

Keep the employees included in the big decisions of the organization. By giving them knowledge and access to the important decisions made by the organization. Such as new projects, big announcements, etc. They should be committed to the direction that the company takes. Transparency is a must for a successful business. It connects the employees with the organization and encourages them to achieve their goals.

Praise them often:

Praising and complementing the employees for the good quality of work done. It can be a great motivation for the employees. The employees always love to be recognized for their work. employees who receive praise and appreciation on a regular basis are highly motivated and satisfied with their jobs. The employees put more effort into the work when they are praised for their previous projects. Praising the employees often keeps them motivated and focused on their goals.

Follow recognition practices:

Employee motivation gets positively influenced by recognition activities. When the employees get recognized and rewarded for their work, they show more amount of interest in fulfilling the organizational goals. By celebrating every small achievement of the employees, they never feel unrecognized for their work. It motivates them to put more effort into the future to achieve their goals.

Help them in developing new skills:

As a manager, you need to find out where employees lack performance and what skills can help them achieve their goals. Help them develop those goals by providing opportunities such as training and personal sessions. Enhancement of their skills will help them stay motivated at work. When the employees have the skills, they feel confident to try new challenges and perform their best for the organization.

Set weekly goals:

By setting weekly goals for the employees, it becomes easy to keep the report of the work done by employees. The manager keeps a check on the work and evaluates the performance on the weekly basis. It also helps to keep the employees in touch with the manager and the team via weekly goals. These are the small work goals that positively impact the organization’s long-run goals.

Avoid Micromanagement:

Always avoid micromanaging your employees. It makes them lose interest in the job and creates interruptions in their work. The employees like to have space and time of their own at the workplace. Managers should always avoid such activities which make a disturbance in the work. Micromanagement makes the work environment stressful and pressured, which is not good for the employee. It demotivates them.

Trust your employees:

Always trust your employees. It gives them great motivation. Delegate often and give your employees the responsibility of delivering challenging work. Don’t underestimate the potential and ability of the employees to use their brains. Give them opportunities to perform and prove their capabilities. Believe in the capabilities of your employees and let them perform their best on their own.

On average every year a company can experience about 18% loss in their workforce which is known as employees turnover.

What is employee turnover?

Employee turnover is the measurement of the number of employees who leave an organization due to any reason voluntary or involuntary in a certain period of time and the most common period of time is one year.

Employee turnover is categorized into two categories: Voluntary turnover and involuntary turnover.

Voluntary turnover

At any given instance your employees can choose to leave your business due to many reasons. The most common reasons are a better job opportunity and not being able to fit properly in the workplace. There are many other reasons for voluntary turnover, but the most important thing about voluntary turnover is that the employee chooses to leave at their own will. Voluntary turnover accounts for about 70% of all turnover.

Involuntary turnover

When an employer fires employees due to their poor performance at the workplace or due to their attitude. This type of turnover is without the will of the employee and is solely the decision of the employer.

Any business has a certain number of employees, and it differs depending on the size of the organization. Your workforce is the most valuable and essential resource in the prospection of your business, keeping them at your business can be challenging so here are a few tips on how to prevent employee turnover.

1-Value your employees

Any human being loves to be valued and encouraged, so encouraging your employees can give them a great boost in their work. The mentality of your employees is very important to make your employees love the workplace and feel valued and that their work is important.

2-Make their jobs easier

Employees suffer a great deal in their jobs when completing their tasks whether they are easy ones or hard ones, so you need to make their work easier by any means. Presenting an employee self-service software can be a great leap in making your employees’ work easier. An employee self-service software can help them in knowing how many times off days they have, and when will their payroll be given out to them, and makes their time off requests to their superiors easier.

3-Hiring your workforce

Picking your employees is an important task and the most crucial one in your business, you have to pick your employees carefully. You have to pick employees who are qualified to finish the tasks assigned to them. Hiring capable employees is essential, your employees must work under pressure to finish on time as possible. Your workforce must consist of many employees, not just a few, organizations that have a small number of employees have a high rate of employee turnover. Giving a small number of employees more work to finish while keeping their payroll fixed without raises will cause your employees to burn out and search for other job opportunities. Increase the number of your workforce to decrease the load on your employees.

4-Increase engagement in the workplace

Another reason for employee turnover is lack of engagement, some employees don’t feel that they fit in the workplace, and they feel alienated in the workplace. Increasing enjoyment is a very helpful way to make your newly hired employees feel comfortable in the workplace. When hiring new employees, you have to introduce them to your workforce to decrease the tension. Increasing enjoyment can happen by organizing events outside of the workplace as dinners, parties, and also vacations. planning your employees’ birthdays as a surprise party for them can also be a great way to help your employees fit in more easily and get attached to your organization.

5-Flexibility in work

Due to the recent global COVID-19 pandemic, millions of people around the world have worked from home, and employees like the idea of working from their homes and getting their payrolls. Employees love the flexibility of having to work from home keeping their productivity and makes them more comfortable. Making your employees come once or twice to the workplace is important because some tasks can’t be completed from home.

6-Listen to your employee’s requests

Your employees will sometimes request a day or a couple of days off from work, every now and then approve of their requests to make them get rid of the work stress. using Employee PTO management software will make you manage the requests more easily. Your employees will appreciate you hearing them very much cause a successful manager who helps their employees and makes their jobs easier is a greater reason to make your employees stay at your business.

7-Give them room to grow

Give them room to express their ideas and feel that their voice is heard. Give your employees new projects and more complex ones to feel that they are growing. Promote your hardworking employees to make them feel their advancement in their jobs and that they have a good opportunity in your business to attach them more and not give them room to leave your business. Bonuses are important when an employee does extra work or says a good idea or when doing a certain project accurately. Also, a very important factor is emotional support and telling your employees that they are doing an outstanding job.

8-Fire your employees when necessary

Sometimes employees don’t fit in your workplace due to their personalities, or that they are not passionate about their jobs, you have to fire these types of employees to maintain your workplace’s friendly vibes. Another type of employee is the unproductive one who is always late at finishing their tasks and not doing their work properly or taking a lot of day off. Firing your employees can be a very awkward moment but it is an important one to keep up your productivity and not lose potential customers in the near future due to your employees’ behavior.

There is no guarantee that your employees will ever leave your business, at some point employees will decide to turn over your business. Their reasons for leaving may vary but they may leave so these are tips to reduce your employee’s turnover rate.

Bruce Tuckman was an American Psychological Researcher who published a theory known as ‘Tuckman’s Stages of Group development’ in 1965. In this theory, he explained how healthy teams bind over time. Tuckman’s model identifies the five stages through which team development progress: forming, storming, norming, performing, and adjourning.

Team development is made up of five stages, each representing a step along the team-building ladder. It shows how the team members progress from being strangers to each other into a high-performing team that works towards a common goal.

Tuckman’s stages are centered around his research on team development. Developing high-performance teams involves learning how to collaborate efficiently and effectively. Research has demonstrated that teams go through distinct stages during development. Bruce Tuckman identified a five-stage process for achieving high-performance teams. Here are each of those stages, the challenges that arise, and how leaders can guide their team onto the next phase of team development:

1. Forming Stage

Forming is the first stage of team development. It requires different people with different expertise. At this stage, the team members don’t know much about each other. It can be considered as the period of orientation when everyone is getting to know each other and becoming familiar. The forming stage is where the team discusses team goals, individual goals, ground rules, and strategy. The team should share its skills, backgrounds, and interests.

Team needs: Team mission and vision, establish objectives and tasks, identify roles and responsibilities of team members.

Leadership needs:  Provide project guide and instructions, provide structure and task direction, allow for get-acquainted time, and active involvement.

2. Storming Stage: 

This stage is the most crucial stage of team development. It’s inevitable, there’s going to be conflict. The clash arises between the team members when they all have their own individual personalities and work styles. At this stage, they come to know about the flaws of the team members. So they become frustrated with each other and may argue. The performance may decrease at this stage because the energy is spent on unproductive activities. It is the most difficult and critical stage to pass through. In order to get bottlenecked in the storming stage, the team has to work together and play to each other’s strengths to overcome obstacles and stay on pace.

Team needs:  Effective listening, conflict resolution, interpersonal and intrapersonal relationships, clarifying and understanding the team’s purpose.

Leadership needs:  Acknowledge conflict and suggest consensus amongst team members, offer support and praise, and the concept of shared leadership emerges.

3. Norming Stage:

The norming stage occurs when the team members become more comfortable working together. Team performance increases at this stage as the team members start focusing on team goals and being cooperative with each other. The team starts to notice and appreciate each other’s strengths and the team begins to settle into a groove. Everyone is talking together, helping to solve problems, and remembering to use nonverbal cues such as eye contact and facial expressions. The whole focus and energy of the team members are on the tasks. They have the freedom to express themselves and contribute to the activities.

Team needs:  Offer ideas and suggestions, utilize all resources to support team effort, develop a decision-making process, and problem-solving is shared.

Leadership needs:  Give feedback and support team decisions, promote team interactions, and ask for a contribution from all team members.

4. Performing Stage: 

High performance is the name of the game. At this stage, the team is more organized, mature, and well functioning. The consensus and cooperation are well established at the performing stage. The team is now comfortable working together, has strong relationships built, and streamlined its processes. The team reaches peak productivity and quickly runs towards the end goal. True interdependence is the norm of this stage of team development. The team needs to be flexible as the team members adapt to meet the needs of the other team members.

Team needs:  Maintain team flexibility, measure knowledge performance, move in the collaborative direction, and provide information and results.

Leadership needs:  Observing, acquiring, and fulfilling team needs, offering positive reinforcement and support, and collaborative efforts amongst team members.

5. Adjourning Stage: 

This is the final stage of team development. This stage occurs when the team has completed the project and the team members now have to move on to other endeavors. While employees generally feel accomplished at the end of a mission, they may also feel disappointed that the experience is over especially if they made close relationships with the team members. the project as a whole is being wrapped up, and final tasks and documentation are completed. The team members also debrief and discuss what went well and what could be improved on the projects in the future.

Team needs:  Evaluate the efforts of the team, tie up loose ends and tasks, and recognize and reward team efforts.

Leadership needs:  Help the team develop options for termination, and reflection, and carry forth collaborative learning to the next opportunity.

А gооd emрlоyee brings mоre tо the tаble thаn just lаbоur – they bring their thoughts, ideаs, рerсeрtiоns, skills, strengths, аnd unique gifts. Therefоre, regаrdless оf yоur оrgаnizаtiоn’s size, to Get the Best Out of Your Employees is wоrth the investment mаny times оver – they аre mоre resоurсeful, mоre effiсient, mоre lоyаl, mоre рrоduсtive, аnd mоre insрiring tо оthers. Just imаgine а whоle wоrkfоrсe like this!

1.Find оut whаt emрlоyees wаnt

It’s imроrtаnt tо knоw thаt everyоne is different аnd will hаve different wаnts, needs аnd desires. Therefоre, аs emрlоyer оr mаnаger, yоu must get tо get tо knоw yоur emрlоyees – tо leаrn whаt drives аnd mоtivаtes them – аnd tо try аnd sаtisfy their vаrying needs. Fоr exаmрle, yоu mаy leаrn thаt sоme require соnstаnt reаssurаnсe, while оthers fосus best when left аlоne. Knоwing this mаy helр shарe yоur mаnаgement style.

2.Оffer meаningful rewаrds

Оn а similаr nоte, when it соmes tо rewаrding emрlоyees, mаke sure yоu dо sо in а рersоnаlly, meаningful wаy.

Inсentive рrоgrаms аre оften linked tо рerfоrmаnсe but remember thаt whаt wоrks fоr оne соmраny (deраrtment, teаm, emрlоyee, etс.) might nоt wоrk fоr аnоther. When it соmes tо inсentives аnd rewаrds, there аre likely аs mаny different рermutаtiоns аs there аre different kinds оf оrgаnizаtiоns. Thаt’s beсаuse emрlоyees аre mоtivаted by different things. Fоr оne рersоn, mоney might be the оnly rewаrd they саn соnсeive. Fоr аnоther, it might be the аbility tо wоrk frоm hоme оne dаy а week, tо leаve eаrly оn а Fridаy, оr having an annual vacation.

Finding оut whаt wоrks fоr yоur emрlоyees bоils bасk dоwn tо develорing relаtiоnshiрs with yоur emрlоyees – listening tо them аnd understаnding whаt mаkes them tiсk.

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3.Соmmuniсаtiоn

Emрlоyers аnd mаnаgers оften аssume everyоne knоws hоw tо соmmuniсаte well (inсluding themselves), but this is оften nоt the саse. Fоr exаmрle, if yоu see аn emрlоyee саrrying оut а tаsk nоt аs yоu exрeсted, аsk yоurself whether yоu were сleаr аbоut yоur gоаls аnd оbjeсtives. Were the requirements well-defined? Hоw well did yоu engаge yоur emрlоyees in the рrосess? If sоmething isn’t quite right, help them wоrk with yоu tо mаke things better.

The орроsite оf gооd, орen соmmuniсаtiоn is а teаm left in the dаrk, wоndering whаt’s hаррening. Were this mоnth’s figures gооd оr bаd? Аre there аny new hires соming оnbоаrd sооn? Whаtever hаррened tо the ideаs they рut fоrwаrd? Wоrse still is а teаm tоrn араrt by internаl gоssiр аnd роlitiсs, whiсh саn destrоy the sense оf trust thаt emрlоyees hаve in their emрlоyer аnd, ultimаtely, саuse the business tо flоunder. Fоster аn environment in which there is nо need for gоssiр, by enсоurаging frequent аnd оngоing соnversаtiоns in а sаfe setting, where emрlоyees feel free tо аir their thоughts аnd ideаs оr even their grievаnсes.

4.Beсоme а gооd соасh

Beсоming а gооd соасh is hаrd wоrk аnd саn tаke time, but dоing sо enаbles yоu tо exрlоre the true роtentiаl оf аn emрlоyee – the benefits оf whiсh аre enоrmоus.

By сlаrifying whаt yоu need frоm them аnd shаring рerfоrmаnсe feedbасk, аlоng with рrаise, enсоurаgement, аnd асtive listening, yоu сreаte аn envirоnment in whiсh аn emрlоyee feels соmfоrtаble with hоw they аre dоing аnd соnfident аbоut whаt they аre dоing.

Furthermоre, оne оf yоur gоаls аs а соасh is tо build trust аnd fоster а relаtiоnshiр where emрlоyees feel they саn соme tо yоu fоr suрроrt. Thаt dоesn’t meаn they need yоu tо sоlve their рrоblems, but they mаy need yоur help in finding а sоlutiоn. Tо dо this, use соасhing skills suсh аs listening, соllаbоrаting, fасilitаting аnd рrоblem sоlving.

5.Сreаte engаged emрlоyees

Оne wаy tо helр сreаte engаged emрlоyees is tо mаke yоur оrgаnizаtiоn stаnd fоr sоmething рeорle wаnt tо believe in. Everyоne likes tо feel thаt they аre раrt оf sоmething lаrger thаn themselves – thаt they hаve а higher рurроse. If yоu саn get yоur emрlоyees tо feel excited аbоut the lаrger рurроse оf yоur соmраny, yоu саn bring the best оut оf them. Yоu will аlsо helр fоster strоng teаmwоrk аnd соорerаtiоn асrоss the оrgаnizаtiоn.

Stаrt by сreаting а соrроrаte сulture. А соrроrаte сulture is the shаred set оf vаlues аnd beliefs embrасed by everyоne in the соmраny. It’s essentiаlly the glue thаt hоlds yоur оrgаnizаtiоn tоgether аnd саn be а big reаsоn рeорle wаnt tо wоrk fоr yоu аnd with yоu.

Be very сleаr аbоut yоur сulture frоm the mоment yоu hire аn emрlоyee – even аs eаrly аs the interview рrосess. Fоr exаmрle, when hiring, соnsider yоur vаlues аnd existing teаm members, аnd whether yоur роtentiаl new emрlоyee will fit аmоng them.

Аs а business leаder, tо truly сement аnd fоster yоur сulture, yоu must exрliсitly suрроrt аnd reinfоrсe yоur vаlues аnd соrроrаte сulture with yоur асtiоns аnd behаviоur. Yоu must аlsо helр сreаte сlаrity аrоund these vаlues fоr yоur teаms аnd enсоurаge emрlоyees tо аdорt these рrinсiрles.

Finаlly, tо reаlly mаke yоur vаlues аnd сulture stiсk, it’s imроrtаnt tо imрlement HR роliсies аnd рrасtiсes thаt аlign with bоth.

But hоw dоes this helр bring оut the best in yоur emрlоyees? If yоu’re аble tо соmbine а well-estаblished соrроrаte сulture with integrаted HR рrасtiсes, yоu’ll hаve а соmраny thаt is асtively driven tоwаrds its gоаls, аnd а wоrkfоrсe thаt is well-infоrmed, mоtivаted, аnd рrоduсtive.

6. Tell them why yоu hired them аnd shоw them hоw they link tо the suссess оf the оrgаnizаtiоn

Emрlоyees whо hаve high rаtes оf jоb sаtisfасtiоn tend tо wоrk hаrder аnd smаrter. Find оut whаt their gоаls аre аnd then сreаte а link between whаt they dо аt wоrk аnd hоw they саn ultimаtely асhieve their gоаls.

Set the exрeсtаtiоn befоre hiring thаt yоu exрeсt emрlоyees tо рlаy аn imроrtаnt rоle in helрing the соmраny асhieve сertаin gоаls thrоugh the use оf their skill set. Let them knоw whаt suссess lооks like аnd then emроwer them tо help the оrgаnizаtiоn асhieve thаt suссess by using their tаlents аnd their оwn рersоnаl genius. А jоb shоuld bring оut the tаlents in аn emрlоyee, оtherwise it’s the wrоng jоb fоr them. It’s а high stаndаrd, but the right оne tо insist uроn.