employee performance Archives

Posted on September 6, 2019 by Wifi Attendance Super Admin

Management – the term in itself speaks of a tremendous burden of responsibilities that may not be suitable for a normal professional.

This phenomenon requires one to assemble a successful team and regulate their operations for higher productivity.

Management applies to all businesses, no matter if it is small or big. That is why, it is of high significance.

But, here’s the catch:

A business cannot flourish without the role of an effective manager to guide the team. If you are responsible for managing a team of your own at your company, then this post will help you with the right strategies for effective business management.

1. Be An Effective Delegate

Management is all about administering various responsibilities upon your team members, progressively. This is the first rule that you need to keep in mind while managing your team.

Delegation opens new ways of polishing the skills of your employees. If you keep on doing every member’s job yourself at your company, then it would not be productive. Eventually, you will exhaust yourself.

Learn to manage the team by assigning the tasks properly based on their skills. Try to provide each team professional with a task that he or she can complete with confidence and passion.

If two or more members have the same skills for a project, then you can team them up to complete the task at a much faster rate. That is how you should strategize your management decisions.

2. Be A Team Leader

A leader acts as the fuel to ignite flames within the team members. With a leader-cum-manager’s inspiration, the subordinates will be motivated to complete assigned tasks with a new sense of responsibility.

Try to understand and know each of your subordinates individually. You do not have to be too personal while conversing with them, but do maintain a healthy relationship to show them that you are interested in speaking to them.

Your team members will understand how you are making effort to create a connection with them. They will feel motivated to follow your plans.

3. Show Productivity

As a manager at your firm, you are bound to show results, right? But, without an effort, you may never achieve the level of an effective business manager. So, to deal with the situation:

Focus on managing your tasks.
Get out of your comfort zone to understand how you can benefit your company in a better way.
Plan your moves for assigning projects skillfully so that you know how the output should turn out.
Be aware of the pros and cons related to the tasks as well. You may never know what issue hits you while a project is in progress, such as team members on sick leave, reduction in project deadlines, etc.

Your commitment to achieve excellence in your work will reward you as an effective business manager.

4. Don’t Be Reckless With Your Decisions

A manager also needs to be aware of making careful decisions. Time comes when there is a need to decide whether you are taking up a responsibility or not. If you can handle it, say YES. But, if you cannot do it, and are already packed with work, then just say NO.

Here’s why it is important:

Imagine a situation where you have 3-4 projects under you. Your senior asks a team of managers, including you, to volunteer taking another project. Just to stay in your senior’s good books, you volunteer to take another project.

You got the project but at the cost of loading another layer of pressure upon you and your team. And, later you may realize that you do not even have a relevant team to accomplish the new project.

This will make your team feel frustrated. So, be careful what you decide about various situations while answering as an effective manager.

5. Consider The Opinions Of Your Team Members

Asking for suggestions and opinions from your team members can help to show them that you care for their views too. Surely, there are multiple ways to complete a task.

You may have your own way to do it. But, it is possible that some of your team members are also having their own suggestions to speed up the work efficiently. Thus:

Freely ask them what are their suggestions related to a specific task.
Involve them in the project at a similar level as you.
Act as a colleague working together, instead of just being a stubborn boss.
Generate their interest in the project by caring to know what they have to say about it.

This strategies for Effective Performance Management will help you raise awareness for the project and help your team perform better under your guidance and leadership.

6. Personalize Training Methods To Improve Your Team’s Performance

A good level of professional exercise can improve the skills of your team. For this, you need to first understand what level of skills each of your team members have in them.

Learn about their ideas, fears, weaknesses, and strengths. Based on your collected data, create various training methods that can improve their productivity at the office.

You may need to show some efforts here, as each of your team members may not be fit for the same training method. Learn to personalize the training programs so that they can feel motivated to perform in the training at their own pace.

7. Be Transparent With Your Team

You will undoubtedly look for honesty and a submissive nature from your employees. But, maintaining a prudent level of transparency will also ask of you to do the same for them first. Being transparent to your team will ensure a strong relationship of trust between you and your team.

Remember that you are at a higher position than them, so your management should be fair for all members. Plus, you should never lie to them about any professional situation. Your employees may fail to respect you if you are not indulging in an honest conversation with them.

With your efforts of transparency and corporate companionship, your team will learn to be true to you as well. So, learn to be transparent with them and win their hearts.

8. Reward The Ones Who Deserve Recognition

Every now and then, you will have to acknowledge the hard work done by your employees.

Rewarding them for their efforts will ensure that they have the motivation to work even harder for you. Their attitude towards you will also be appreciative.

You can choose from a multitude of options to acknowledge their performance, like offering a bonus or a promotion. Never do this while they are with you in your cabin privately.

Do it openly in front of other team members so that they can also witness the fruits of hard work. It can encourage them to work at a similar or better pace to complete their tasks and improve their performance.

9. Clarify The Goals Before Assigning A Project To Your Team

As a manager, your team relies on your judgment. Thus, it is your responsibility to make sure that all goals related to a project are clear to them. Note that each team member may have a different level of intellect.

You want your team members to know how you envision a goal for a project. But, it is possible that they are not on the same page as you. So, make them aware of it first. After that, assign them the project section that they need to accomplish to achieve high productivity.

10. Carry Regular Evaluations To Judge The Skills Of Your Employees

You need to evaluate their skills and see how team members are progressing with each day. Learn their strengths and weaknesses to see where they are lacking and where they are excelling.

Prepare the trainings as mentioned in one of the previous strategies for Effective Performance Management. Learning how they will indulge in the tasks is important for effective business management.

Final Notes:

Being an effective business manager involves a number of key strategies. The ones mentioned above are some of the main ones that you ought to consider for becoming a good business manager. Follow them and be successful in your career.

Posted on April 1, 2019 by Wifi Attendance Super Admin

As an entrepreneur, you realize that you need to pull in extraordinary workers. What’s more, you need them to remain, in light of the fact that activity maintenance converts into benefits, since individuals are educated and they cherish what they do. The outcome? Spectacular client benefit. And…Jobfulfilment.

1.Reasonable pay

A worker’s prime and the most important motive is to earn revenue and that is something that they stick by, in this business world, we all are looking forward for the profit but company lacks by the genuine need of the workers.

A reasonable pay to the employee will help them to justify their work and they will end up giving their 100% to the company which will definitely lead to the growth and betterment of the company in order to succeed.

A company or a business is only successful when their workers are happy and satisfied because it’s the workers or employee who are running the company on ground level.

Anayse productivity with wifi attendance ad banner

2. Acknowledgment.

Everybody has an influence in the organization’s prosperity. A promising and honest organisation makes the worker having more faith on organisation.

Pausing for a moment to recognize somebody, composing a card to say thanks on a Post-It, or beginning a Rubber Chicken Award can mean more than you know.

Never dither to offer credit to the individuals who merit it. A little praise to the top performer or the best employee will make that very person happy and this action will motivate other workers to work even harder to be in the lime light of the company.

3. Consider their Input

Everyone is talented in their own way, if the company realises it then it opens different door of growth. A company should not be running by the ideas of boss or the board of directors, a company is an organisation of all the workers working for it.

Be it the associate or any person of lower designation everyone’s suggestion should be given a thought. Everyone should be allowed to put up their part of suggestions and point of view in any aspect of the organisation.

e it the associate or any person of lower designation everyone’s suggestion should be given a thought. Everyone should be allowed to put up their part of suggestions and point of view in any aspect of the organisation.

This makes the workers or employee feel that it’s their company too not an organisation that they are hired to which only wants them to work and leave. The company should make them feel that it’s their very second home.

4. Unimportant poop

As any one is not born perfect, an individual works on their part of skill to make it better day by day in order to grow. A company should be always available for the employees need be it personal or professional.

This makes the workers or employee feel secure and protected and also builds up trust and faith towards the company. It’s really very important to make sure that each and every little thing of the employee should be taken care the organisation should be ready with the personal help if an individual need.

Furthermore, confidence busters. Wipe out or limit however many day by day disturbances as would be prudent, and your staff will do you on their shoulders.

6. Control

For a company to grow and succeed the most important priority is to make sure the work is done, the revenue is generated and the targets are matched. A company must have strict rules and regulations for the work and deadline of the work.

The more representatives feel they can assume responsibility of their day, the more joyful they are. On the off chance that you’ve employed well, trust individuals to carry out their occupations.

Your entryway is open on the off chance that they hit a tangle or need your info, yet something else, expect that they will convey, on time, without fail.

7. Assortment

As the word is improving very fast because the technology keeps improving day by day so it’s really important for employees to improve their skills according to the requirement of the market or adapt new methods for better growth as well.

If the company sets up trainings and tests that can be the learning part the will gain from the organisation. It tends to test think of new things for individuals to do, however everybody will value another test and the chance to handle it.

Weariness prompts withdrawal, an organization’s most noticeably bad foe. Ask workers what they’d like to do or learn. You might be excited with the outcomes!

8. Culture

The most joyful representatives coexist with their colleagues, and even keep on observing them outside the work environment. A domain with superfluous pressure, adaptability, demeanour of acknowledgment, and steady managers make individuals happy to come to work each day.

In the end of the day a happy environment leads to a happy and healthy work place. The unique culture or a unique practice of enjoyment will lead to excitement amongst the employee which will definitely play a very important role in the stability of the employee.

9. Prizes

It’s a great way to make your employees happy, rewarding them with gifts and bonuses keep them motivated in order to do work better ahead, notwithstanding when the individuals didn’t all get along.

Motivating forces require not be costly; time off, gift vouchers, or an uncommon parking spot have been fruitful. And if the employee stays happy the will definitely make the organisation happy.

So rewarding them will be a good way to keep the employee and organisation relation healthy.

10. Pioneers

At the point when workers can regard and trust the initiative group, they feel secure. Pioneers who are open; can impart well; give fair reports; and tune in to workers are critical to work fulfilment.

Being honest and giving fair regards or fair reports always attract the employee to be the part of the organisation as the gain trust and have full faith towards the organisation which make them responsible and will have respect for the organisation.

As an entrepreneur, the best thing you can improve the situation your workers is to furnish them with occupation fulfilment. When they are upbeat, they will effectively make the organization fruitful. At last, everybody wins.

Posted on February 11, 2019 by Wifi Attendance Super Admin

Feedback can’t ever be negative if you know how to present it in the right way. Each employee achieves something, while facing troubles in some areas of his or her work.

Feedback should help employees positively acknowledge their strengths and weaknesses. That is what positive feedback means.

With a few efforts, you can give positive and meaningful feedback to your employees.

1. Go beyond “Great Job”

When an employee spends hours and hours working on a presentation, you can’t motivate just by saying a Great Job.

It does convey that you liked the work. But you need more words to encourage that same employee to keep working with the same determination.

Adding details to your feedback and becoming specific increase the value of your feedback. You can say-

Your competitor evaluation in the presentation was exactly what we wanted to clarify our point. Amazing work!

If you see, detailing your feedback it not about saying more stuff. It is about becoming specific with what you want to convey. This clarifies the confusions in the mind of your employee. He or she will know what you expect in the future as well.

Simply saying “You did a great job” won’t tell an employee what he or she has done right. You need to clarify what you liked and which areas require more work.

2. Create a comfortable environment

Positive feedback can have some point, in which, an employee has to work on. To positively represent your feedback, you need to create a comfortable environment first.

No need to publicly advertise a feedback ever. Feedback should be a private, one-on-one conversation between you and your employee.

A one-on-one conversation gives more meaning to your praises and criticism. You create a calm and relaxed environment where your employee can think about everything you say right at that moment.

This conveys your support to employees in growing their skills and abilities.

Even praising in private is better than advertising it. Many people don’t want to stand in the spotlight. They simply want to do their work right.

Such people want you to give your feedbacks personally in a one-on-one communication setting. However, you can judge the needs of your employee and praise some of them in front of others.

3. Merge three strengths with three concerns

You or your managers can work on creating balanced feedback with three strengths and three concerns. The strengths should contain the accomplishments of an employee, while the concerns should include areas where that employee can grow.

The strengths motivate and encourage an employee to work on the concerns and improve consistently. At the same time, the strengths also tell how to do things correctly in future. It is as if you offer a list of “what to do” and “what not to do” with your feedback.

This way, you offer positive feedback to each employee without putting too much pressure on them. Your praise makes them value your suggestions regarding the scope of improvement. So, they put more effort into improving their capabilities.

4. Give it a positive ending

The key to positive feedback is to encourage employees. For that, each employee should leave your office with a smile on his or her face.

You should end every feedback with a positive comment. Present all the scope of improvements in the beginning. Use your second half of the conversation to describe how an employee has impressed you.

Your closing comments should convey that you appreciate your employee’s contribution to the growth of the organization. Put positive thoughts into words and let each employee know how much you appreciate his or her presence in the company.

Your employee will leave your office with a positive thought and motivated mindset. This feeling will stay fresh in their mind even if the words get blurred after a few months.

5. Talk about performance, not someone’s personality

When constructing statements of your feedback, make sure you don’t judge the personality of an employee. You need to comment on how they perform instead of attacking their personality characteristics.

So, instead of saying- “Your arrogance has become a problem.”

Try saying- “When you oppose my ideas during client meetings, it sends a wrong message.”

Remember that you are not there to attack your employees. You want to help them improve their capabilities in a positive way. So, don’t target their hearts, try to appeal to their minds with your feedback.

6. Give a purpose to your employee

Your feedbacks should have a forward-moving tone. It should inspire an employee to work better and improve regularly.

Which is why you need to outline your feedback with clear objectives. Sit with your managers to describe a few objectives for each employee. Then, shape those objectives in positive statements.

Convey your feedback as an outline for the future. This saves employees from regretting about what they have done wrong in the past. Their minds immediately go into an action mode. They feel they have a chance to make things right.

At the same time, you should clearly convey that all the possible support is available at the expense of the employee. Make sure each employee knows that you are there to guide and support in the process.

7. Link your feedback to an organizational impact

The strength of your feedback increases a thousand times when you align it with an organizational impact. Suppose an employee has delivered his end of work on-time for the last 6 months.

This surely has helped other departments performing better, which has increased the growth rate of the whole organization.

Simply saying that an employee is punctual with his deadlines is not effective enough. But when you describe the organizational impact of his support, it motivates him to keep working with the same determination.

To give such in-depth feedback, you first need to recognize organizational impacts of the behaviors and efforts of your employees.

Then, you can outline each individual characteristic in connection with a large organizational impact. It conveys to each employee how their small actions decide the fate of the company. So, they become more responsible.

8. Document and prepare your feedback approach in advance

The preparation of feedback should be an ongoing process for managers and higher authorities. It would be wise to keep developing performance reports consistently for each employee.

Create a list of positive assets each employee brings to the table. This way, you will know what to say when the time of giving feedback comes. Also, you can use the same reports to decide on appraisals and promotions.

Using the prepared reports, you can practice your feedback in advance. If you want, make a list of bullet points for each employee.

These bullet points can have every factor you want to talk about such as performance, achievements, job behavior, and others. This helps you choose the right words and cover everything to offer comprehensive feedback to each employee.

9. Choose the right time to give feedback

When you have some positive and constructive things to convey, find the right time. Giving positive feedback right after finishing a project or before the beginning of a project seems logical.

Your positive words further motivate your employees to improve their efforts.

Just after finishing a project successfully, you can offer your positive feedback to appreciate employees’ contributions. This allows each employee to know that their hard work has been noticed.

If you choose to give your feedbacks right before a project, your appreciative words can trigger the sense of improvement in employees. This allows each employee to use your feedback right away on a new project.

You can choose a time that suits the mindset of your employees.

10. Make your feedback session interactive

Your feedback session should be as interactive as possible. It will allow employees to convey their work approach, performance capabilities and the challenges they face.

At the same time, you can learn more about the reasons why some employees succeed while others struggle to perform optimally. The interactive approach also leads to some ground level ideas and plans, which helps in improving the work system as a whole.

The interactive approach becomes easier to achieve when you outline your feedback in a positive tone. Even the concerns are presented as a scope of work, which allows employees to express their conflicts.

Along with all the mentioned tips, you should also try to be as direct as possible. Give your feedbacks personally without using a messenger or a communication channel.

Also, include observations instead of interpretations. If you can accomplish all of that, it will create a growth mindset in your whole organization.

Positive feedback to your employees is fuel to perform better in the coming future. Genuine praise and genuine concern are taken positively by everyone. You just need to choose the right words without judging an employee.

You can accomplish a lot with positive feedback. So, use the mentioned ideas to improve your ability to convey them.

Posted on December 5, 2018 by Wifi Attendance Super Admin

Inspirational and Motivational Quotes for Employees in the work place can sometime work wonders to help get the employees back in the mood and lift up their spirits.

It is quite common for employees to experience ups and downs in their work place and some people easily bounce back while some others need true motivation to continue.

When you look at the successful people around you, you can see a common factor of self belief, determination, hard work, perseverance and the winning spirit.

1. Success is not final, failure is not fatal: it is the courage to continue that counts. —Winston Churchill

2. Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time. —Thomas Edison

3. Whether you think you can, or you think you can’t – you’re right. —Henry Ford

4. Do you want to know who you are? Don’t ask. Act! Action will delineate and define you. —Thomas Jefferson

5. The sun himself is weak when he first rises, and gathers strength and courage as the day gets on. —Charles Dickens, The Old Curiosity Shop

6. It’s not about having the right opportunities. It’s about handling the opportunities right.” —Mark Hunter

7. The supreme quality for leadership is unquestionably integrity. Without it, no real success is possible, no matter whether it is on a section gang, a football field, in an army, or in an office. —Dwight D. Eisenhower

8. We cannot solve our problems with the same thinking we used when we created them. —Albert Einstein

9. What you lack in talent can be made up with desire, hustle, and giving 110% all the time. —Don Zimmer

10. Success is no accident. It is hard work, perseverance, learning, studying, sacrifice and most of all, love of what you are doing or learning to do. —Pele

11. Oh yes, the past can hurt. But you can either run from it, or learn from it. —Rafiki, The Lion King

12. Put your heart, mind, and soul into even your smallest acts. This is the secret of success. —Swami Sivananda

13. Never make excuses. Your friends don’t need them and your foes won’t believe them. —John Wooden

14. If I had nine hours to chop down a tree, I’d spend the first six sharpening my axe. —Abraham Lincoln

15. Start by doing what is necessary, then what is possible, and suddenly you are doing the impossible. —Francis of Assisi

16. If you are working on something exciting that you really care about, you don’t have to be pushed. The vision pulls you. —Steve Jobs

17. Keep away from people who try to belittle your ambitions. Small people always do that, but the really great make you feel that you, too, can become great. —Mark Twain

18. The mind is its own place, and in itself can make a heaven of hell, a hell of heaven. — John Milton, Paradise Lost

19. The secret of health for both mind and body is not to mourn for the past, not to worry about the future, or not to anticipate troubles, but to live in the present moment wisely and earnestly. —Buddha

20. People can be really smart or have skills that are directly applicable, but if they don’t really believe in it, then they are not going to really work hard.” —Mark Zuckerberg

21. If you have built castles in the air, your work need not be lost; that is where they should be. Now put foundations under them. —Henry David Thoreau

22. Intelligence is the ability to adapt to change. —Stephen Hawking

23. You can’t change how people treat you or what they say about you. All you can do is change how you react to it. —Mahatma Gandhi

24. The tragedy in life doesn’t lie in not reaching your goal. The tragedy lies in having no goal to reach.—Benjamin Mays

25. I would visualize things coming to me. It would just make me feel better. Visualization works if you work hard. That’s the thing. You can’t just visualize and go eat a sandwich. —Jim Carrey

26. Leaders can let you fail and yet not let you be a failure. —Stanley McChrystal

27. Our virtues and our failings are inseparable, like force and matter. When they separate, man is no more. — Nikola Tesla

28. Give yourself an even greater challenge than the one you are trying to master and you will develop the powers necessary to overcome the original difficulty. —William J. Bennett

29. As long as they are well-intentioned, mistakes are not a matter for shame, but for learning. —Margaret Heffernan

30. Talent wins games, but teamwork and intelligence wins championships. —Michael Jordan

31. Follow your passion, stay true to yourself, never follow someone else’s path unless you’re in the woods and you’re lost and you see a path then by all means you should follow that. —Ellen Degeneres

32. Always be a first-rate version of yourself, instead of a second-rate version of somebody else. —Judy Garland

33. Don’t judge each day by the harvest you reap but by the seeds that you plant. —Robert Louis Stevenson

34. The secret of joy in work is contained in one word – excellence. To know how to do something well is to enjoy it. —Pearl Buck

35. When we strive to become better than we are, everything around us becomes better too. —Paulo Coelho, The Alchemist

36. If something is wrong, fix it now. But train yourself not to worry, worry fixes nothing. — Ernest Hemingway

37. Enter every activity without giving mental recognition to the possibility of defeat. Concentrate on your strengths, instead of your weaknesses… on your powers, instead of your problems. —Paul J. Meyer

38. There is only one way to avoid criticism. Do nothing. Be nothing. Say nothing. —Aristotle

39. The moment you doubt whether you can fly, you cease forever to be able to do it. —J.M. Barrie, Peter Pan

40. It’s easy to solve a problem that everyone sees, but it’s hard to solve a problem that almost no one sees. —Tony Fadell

41. Believe in yourself! Have faith in your abilities! Without a humble but reasonable confidence in your own powers you cannot be successful or happy. —Norman Vincent Peale

42. I think it is possible for ordinary people to choose to be extraordinary. –Elon Musk

43. If your actions inspire others to dream more, learn more, do more and become more, you are a leader. —John Quincy Adams

44. Successful and unsuccessful people do not vary greatly in their abilities. They vary in their desires to reach their potential. —John Maxwell

45. As long as you keep going, you’ll keep getting better. And as you get better, you gain more confidence. That alone is success. —Tamara Taylor

If your team at work place is lacking a winning spirit or motivation to work hard, these amazing quotes from successful persons might be of great help.

Try sticking out some of these great quotes in the work place or let them use these as the changing wall papers or screen savers of their systems.

It is also a good idea to use these quotes as welcome messages for a new training session or use it in the meeting rooms where employees see the ups and downs of their career.

Sometimes a single quote can make a life changing impact on the employees that help them to climb great heights in their career.

Posted on November 30, 2018 by Wifi Attendance Super Admin

Every team member holds a great deal of knowledge, skills, and energy. And motivation boosts those traits to allow your team to maximize their performance.

So, how to motivate your team members for better performance?! This article has some great ideas regarding that.

1. Compare employee’s worth when deciding the salary

Your team members will not indulge with their whole capacity if they don’t get paid the right price.

Underpaid employees are more likely to under perform or leave your team.

Even a small increase of 5% becomes enough to switch a job. Hence, you can’t risk a highly valuable team member because they don’t get paid a little extra.

Of course, you can’t keep increasing salaries for no reason. But a thorough assessment is important. Recognize the efforts of your valuable team members and motivate your team members by offering a salary they deserve. At the same time, make sure you provide geography-specific and industry-specific salaries for your employees.

Remember that money is a big factor in the life of a working professional.

2. Organize brainstorming sessions

All your team members sitting together thinking of unique ideas for an upcoming project. Such an exercise cultivates creativity and innovation in each individual.

Brainstorming sessions provide team building opportunities for your employees. Every person tackles the same objectives and fights the same problems to come up with unique solutions.

You can make this process more fun for everyone by making it a game. Introduce a scoreboard and allow two teams to have a brainstorm competition. When there is a rival team, your team will become more unified in their decisions.

3. Organize family days

Once or twice a year, you can organize a family get-together in the office. Members of your team can become more than just colleagues with each other. But that requires knowing the person beyond a 9 to 5 job.

With family days, you can solidify bonding in your team and motivate your team to work for each other.

4. Utilize agile approach of working

The agile approach is one of the most successful project management strategy applied in the world of technology and other product development. Agile approach focuses on giving importance to each individual in a team. At the same time, each team member can switch work and coordinate with each other, depending on the project scenarios.

Agile approach also allows every team to have a motivational leader who bears knowledge of the project and also knows how to maximize the productivity of every team member.

5. Build an intimate communication approach

If all team members send emails to each other only, they will never work as a unified group. And higher productivity is possible only if they work for collective growth.

For that, you will require more intimate ways of communication among team members. Make sure each team member directly communicates with other members. Create scenarios when all members can come together and talk to each other.

For instance, you can organize daily morning meetings and allow every team member to interact and engage in communication.

These meetings don’t have to be formal or too long. Simple 5 to 15 minutes are enough to communicate daily goals and challenges. Also, provide a communication friendly space for team members. These steps will help in increasing the productivity.

6. Provide self-development opportunities

Your team members want to achieve organizational goals. At the same time, they want to win as a team. But the ultimate goal for every professional is to find self-development opportunities.

If your company can’t offer that, you can’t expect individuals to give their best to the work.

As a motivator for higher performance, you can also utilize highlighting development opportunities in your company. Showcase how each individual in your team can attain new places and higher positions.

At the same time, you can offer a reward plan for your team. Allow each individual a chance to achieve certain targets and gain incentives.

Similarly, you can offer team dinners, sports matches, team holiday and other social activities to motivate your team members. But make sure you fulfill your promise, otherwise, it will backfire in future.

7. Assign work with respect to interest

To motivate your team members, you need to know them. Their personalities, passion, skills, interests, and ideas matter when you are assigning work.

Right person for the right job can make a huge difference in terms of productivity. So, all you need to do is find the interests of your team members and delegate accordingly.

This approach is applicable when you are hiring your team members. Also, you can apply the same approach when assigning tasks for a project among your team members.

Make sure each individual is interested in the given task. The interest comes if the task falls within the boundary of strengths, passions, personal and career goals of a professional.

8. Conduct exercises for skill-sharing

Every member of your team has unique capabilities. You can see that as a leader. But your team members need to realize the importance of others in the team as well. For that, they need to experience and understand the skills of other team members.

If your team has individuals with diverse skill-set, you can conduct skill-sharing exercises. Such exercises are organized to allow team members to teach and learn new skills from each other.

So, in a software company, a developer can learn effective code testing from a tester, while a tester can learn quality coding from the same developer.

This way, each team member performs as a student and as a teacher during such sessions. It builds a humble sense of confidence in personal growth and team spirit. Ultimately, the overall productivity of your team grows.

9. Provide a productive and motivating workspace

The workspace also impacts the productivity of team members. You have to provide a well-planned office space.

Soothing lighting, comfortable temperature, convenient seating arrangement, and eye-pleasing colors. These are some of the basics of a working space to boost productivity.

Apart from the office structure, you can also work on the office culture by allowing co-working opportunities. Professionals with the same passions and interests come together in co-working space to attain their goals.

Turning your office into a co-working space will allow more flexibility in your team members. They will learn to adjust and think about the benefit of everyone on the team.

You can also construct fun and entertainment areas in your workspace. Using bean bags, unique décor and providing a gaming room are a few great ways to boost productivity.

These small elements allow employees a stress-free working environment, which leads to higher team spirit and productivity.

10. Teach the value of time

Higher productivity is directly related to the use of time during office hours. So, teaching your employees about the value of time can help in increasing productivity. However, this teaching will require some unique methods.

For instance, you can utilize time tracking technologies in your office. Ask team members to keep a log of their use of time in office and present reports. Also, ask them to analyze how their own time management skills increase or decrease on a monthly basis.

11. Remove unnecessary tasks

Your team members will feel demotivated if you keep filling their time with unnecessary workload. A systematic approach to work shouldn’t put pressure on a team.

And it is your responsibility to showcase that you think about your team members. If a task in unnecessary and the team already has enough work, try postponing or eliminating that extra work altogether.

This approach is important if you want to increase efficiency and productivity during a huge project. A little trimming of tasks can motivate your team members to effectively work and give you better results.

12. Lead by setting an example

If you aren’t productive in your work, don’t expect your team members to take you seriously when you talk about productivity.

You have to reach the peak of your productivity game in order to set an amazing example for your team. Don’t just stay a senior, become a role model for your team members.

13. Listen to every team member’s point of view

No team member should feel inferior in the team. Even an intern should be able to talk to the team leader with confidence.

Productivity on projects is possible when there is no confusion. And that is possible with open communication between every team member and the team leader.

At the same time, this approach makes every team member feel important in the team.

They perform with all their abilities and think more aggressively when faced with a challenge. So, allow this freedom of communication in your team to boost productivity.

So, that’ a wrap on this topic. Now, you need to apply all the ideas in your work approach to motivate your team members for better performance.

Posted on November 26, 2018 by Wifi Attendance Super Admin

Organizations have begun to recognize the significance of employee development program. Millennials invariably prefer working for companies which prioritize professional development along with that of the company.

A continuous learning process is very important to yield maximum results of productivity from each employee. Studies have shown that improving educational quality of the workforce is far more effective than enhancing equipment quality when it comes to achieving better results in production and efficiency.

Here are the seven essential steps of an effective employee development program.

Also read : How to Encourage and Inspire Employee Motivation

1. Evaluate the employees by creating an outline of a successful employee. Use the traits of this model to assess employee performance metrics.

2. Acknowledge the strong points and achievements of the employees. It would make sense to tailor the learning programs according individual strengths.

3. Challenges help each of us to push our limits and come up with innovative ideas and strategies to deliver efficient results. Encourage your team to try out new things and deploy some agility in the tasks at hand.

4. Now while you expect innovations and novel strategies, it will obviously go through a stage of trial and error. Be ready for mistakes and failures and do not fret it. Incredible innovation comes hand in hand with experimentation and risk taking. Also, while you push your people to enhance their knowledge, make sure to assist them with the resources and the guidance to carry out the learning process.

5. Once the process is up and rolling, occasionally review the set up. This will help in refinement of goals and objectives set for each undertaking.

6. The next stage involves creating an official learning cycle for the employees. The learning program involves performance enhancement and professional development to be included as a measure of employee’s performance.

7. The final stage involves creating an employee development program which is an integral part of the organization’s culture and objectives. As a result of which, the workforce development will not just be done for the sake of it, but will be a beneficial venture for both the employee and the company.

Posted on November 23, 2018 by Wifi Attendance Super Admin

When your work is not only about sales, employee performance assessment seems pretty complicated.

But if you successfully assess the performance capacity of your employees, it turns into great advantages for your organization as well as the employees.

This article contains some of the most effective ways of assessing employee performance in your organization.

1. Ability to execute

Work execution is probably the most important factor you can use to assess employee performance.

Execution of work is about picking a task and tackling all odds to deliver it on-time.

An employee who concentrates on effective execution makes lesser mistakes.

He or she understands the value of prioritization to fulfill all the responsibilities in your organization.

These are the people, seniors usually rely upon for urgent tasks.

These kinds of employees make a top-notch team in your company. So, you can decide to include the ability to execute work in your employee assessment process.

2. Work quality review

Quality of work is a little different than execution capacity.

Here you focus on a number of factors such the use of best practices, availability for clients, colleagues and customers, stability and consistency of work quality, and ability to adjust as per the situational requirements.

An employee should understand the company policies thoroughly and follow it with discipline.

At the same time, he or she should fulfill roles in your organization with consistent performance.

Quality work is also about adopting the changing production or platform scenarios of your organization.

In fact, a reliable employee assists in adopting new positive changes in the company without compromising the quality of work.

To assess the work quality, you can include employee reports from the team leaders, managers, client feedbacks, customer review, and the HR department as well.

Combine all the reports together and you will know how qualitative your employee has been during a particular period of time.

3. Successful utilization of creativity

Creativity is about taking calculated risks and thinking beyond general ideas without compromising the reputation, productivity or services of an organization.

Harnessing creativity takes a long time, so appreciating creative employees is extremely important.

The world of business has evolved enough to have basic answers to all questions.

Marketing, management, promotion, production, sales, and every other department in your organization run on foundational ideas of a business.

But every now and then, creative employees look beyond those basic assumptions and provide creative ideas and methods to win better results.

Recognize all those employees who seem to have better creative approach than others.

Assess your employee creativity with respect to risk factors and obtained results.

This way, you can find truly beneficial employees who perform extremely well.

4. Graph of improvement

You can’t expect every employee to perform as an ideal employee.

Every individual has his or her own capacities and weaknesses at the same time. Which is why this method of employee assessment seems logical to most employers.

Graph of improvement is how you look at the performance improvement in your employee.

So, it is a comparison of performance from the past with the present. You can choose a monthly, quarterly or yearly time period to assess the improvement graph.

Remember, you are not looking for perfect employees here.

There can be a gap between what you expect and what an employee is currently delivering.

But if an employee has shown consistent growth in his or her performance, you have nothing to worry about.

The increasing graph of improvement shows the determination and passion for learning in a person.

Some people take time to understand a workspace.

But when they do, their performance reaches a new peak every day. And that’s what you assess in this method.

5. Reviews from customers and colleagues

In this method, you divide your employees into two sections.

One section contains all the employees who deal with your customers.

And the other section includes all the employees who work internally.

You can also make an interaction of both sections, which can include employees who interact with customers as well as internal colleagues.

Using the divided sections of employees, you can start evaluating the reviews each employee receives from his or her peers as well as customers.

For many business models, customer feedbacks matter the most. An employee who is a favorite of customers will surely make more sales in future.

At the same time, an employee who indulges in teamwork is more likely to perform in groups.

That is why you need feedback from customers and colleagues to understand the future of an employee in your company.

6. Contribution to revenue

Each employee offers a direct or indirect impact on the monthly revenue of your business.

Direct revenue comes from sales employees, while indirect revenue is provided by employees working in customer service, marketing, product development, manufacturing, and other departments.

Both types of contributions are important to your company.

Without a quality product, employees in the sales team can’t make sales.

Similarly, the employees in marketing team impact company revenues with their consistent efforts.

You can divide your assessment from department to department and see which employees are contributing the most in each department.

Then, make a list of gradually decreasing performance with respect to revenues.

This will give you a sorted list of employees in every department who are helping your company with revenue generation.

7. Response to feedbacks

No business leader wants to listen to excuses or unnecessary justifications for incorrect work.

An employee’s ability to really listen and understand the feedback makes him or her valuable for your organization.

You should definitely consider assessing the approach to feedback given to your employees.

Every employee can make mistakes every now and then. But a reliable one listens to the feedback and critically thinks about it.

Many employees either try to justify their wrong approach, or they blindly listen to the feedback without making any change in their work approach.

Both kinds are bad for your organization.

You need employees who listen to what you say and also ask questions to understand what changes you desire from them.

8. Leadership quality while performing tasks

You can assess leadership quality in your interns as well.

Sure, they are not handling any teams, but they do work on the assigned tasks.

Leaders understand their boundaries, but they also own everything that is within their boundary.

So, if you offer a task to such an employee, he or she would find all possible ways to complete that task.

The leaders also come up with solutions and unique ways to complete a task. They usually tend to point out better ways of doing something.

All these qualities are extremely important if you have a small organization or just started your business.

You need every employee to work as a leader in his or her own zone and coordinate with other employees at the same time.

Such employees perform to cross hurdles and overcome challenges. This way, your organization can grow faster.

9. Quality to on-time delivery ratio

You want your employees to deliver quality work on-time. So, why not assess that to understand performance?!

In every team, you can define performance of each member with respect to their quality to on-time delivery ratio.

Employees with most on-time deliveries and high-quality will be the best performers in your organization.

The process is simple and easy to assess. However, you will require a list of parameters to judge the work quality. This list will differ with respect to the team you are evaluating.

For each employee, you will need the rate of work completion. Then, you will require the quality provided by them.

In some cases, you will find that delivery of work was on-time, but the mistakes and errors actually created more problems.

On the other hand, some employees will show high-quality work, but a longer than promised delivery time.

With this assessment, you can offer better feedback to your employees and point their weaknesses and appreciate their strengths at the same time.

As a result, employees become aware of what you require from them.

10. On-budget performance

Many of your employees directly impact the budget of projects attained by your organization.

The quality performance of such employees decides the revenue, client satisfaction, and reputation.

Hence, you need to specially assess such employees for their ability to stay within the given budget when conducting a project.

Now, you have 10 amazing methods of assessing employee performance in your organization.

All these methods cover different aspects of understanding employee performance abilities.

You just need to pick a few best-suited methods from this list and use it to conduct a comprehensive employee performance assessment in your organization.

So, sit with your stakeholders and top managers to decide all the methods suitable for the assessment of employees working in your company.

Hopefully, you will receive satisfactory results.