Human Resource - Tips On How To Increase Employee Interest At The Job
Most employees go to work to do their best, though somehow it seems as if employers are making it as difficult as possible for an employee to do their job well. It all starts with having a clear job description of what is expected from them. Every manager has their specific expectations and standards, which needs to be shared with every new employee, or whenever there are any substantial changes.
Employees are not mind readers and managers need to discuss and explore with employees what is expected of them. The key here is to focus on outputs or outcomes, not tasks or activities, as employees will become more interested if they understand what is required, but have the opportunity to decide the best way to achieve the desired outcome.
Most jobs incorporate a long list of requirements. Some of these actions include daily actions, others weekly or monthly outputs, and others may be more project based or one-off assignments. Having a clear and agreed list of goals is a very powerful way to hold employees accountable, provided they have been involved in developing the list of goals, which also makes it easier.
We all enjoy feedback, hearing that we are on track and doing a good job. Feedback should always be timely and regular, rather than creating a list which is only discussed every quarter or annually.
Personal growth is often top of the list of motivators. Its an investment by their manager and the company to develop their skills and make them more employable. Having a highly developed structure of the role and how the employee is performing ensures that any training and development is of mutual benefit.
No employee wants to be in a dead-end job, without any prospects of career progression. Once the employee has proved their performance and competence in their current role, it is essential to discuss how the learning plan is assisting the employee to be appointed into their next role, where role clarity kick-start the next cycle, in a virtuous cycle of employee interest. The opportunity to rotate staff into other roles often creates new enthusiasm and also adds fresh skills, providing the employee with new career opportunities.
Increasing employee importance is a major human resource strategy for most organizations, and critical to make the employer a preferred employer of choice. If manager can nurture, develop and recognize the talents of employees, employees will be highly engaged and more likely to be retained. By using these important strategies, companies have been able to significantly increase their levels of employee interest through better people management.
Employees are not mind readers and managers need to discuss and explore with employees what is expected of them. The key here is to focus on outputs or outcomes, not tasks or activities, as employees will become more interested if they understand what is required, but have the opportunity to decide the best way to achieve the desired outcome.
Most jobs incorporate a long list of requirements. Some of these actions include daily actions, others weekly or monthly outputs, and others may be more project based or one-off assignments. Having a clear and agreed list of goals is a very powerful way to hold employees accountable, provided they have been involved in developing the list of goals, which also makes it easier.
We all enjoy feedback, hearing that we are on track and doing a good job. Feedback should always be timely and regular, rather than creating a list which is only discussed every quarter or annually.
Personal growth is often top of the list of motivators. Its an investment by their manager and the company to develop their skills and make them more employable. Having a highly developed structure of the role and how the employee is performing ensures that any training and development is of mutual benefit.
No employee wants to be in a dead-end job, without any prospects of career progression. Once the employee has proved their performance and competence in their current role, it is essential to discuss how the learning plan is assisting the employee to be appointed into their next role, where role clarity kick-start the next cycle, in a virtuous cycle of employee interest. The opportunity to rotate staff into other roles often creates new enthusiasm and also adds fresh skills, providing the employee with new career opportunities.
Increasing employee importance is a major human resource strategy for most organizations, and critical to make the employer a preferred employer of choice. If manager can nurture, develop and recognize the talents of employees, employees will be highly engaged and more likely to be retained. By using these important strategies, companies have been able to significantly increase their levels of employee interest through better people management.