Introduction
Maximum staff productivity is a worthy business goal. You want the best possible staff contribution. But it’s not as straightforward as it first appears.
The Confused And Frustrated Manager
The client was upset. “Leon,” he said, “I’ve read the books. I’ve listened to the gurus. They all say that employees expect job security, fair pay and working conditions, prospects of advancement, the chance to make a valuable contribution and all that stuff. I try to do all that. It doesn’t seem to be enough.” He’s right. This article suggests how to achieve “more than enough.”
The Real Problem
As a manager, you may feel the same way sometimes. The problem is that the books and the gurus usually fail to say the most important thing. They don’t tell you how employees assess whether you provide what they want. These are the keys to staff productivity and maximum staff contribution. Consider these tips. They contain the real “must do’s”.
1. Have A Clear Business Focus and Target Market
Ensure that your business has a clear focus and a clearly defined target market. If you’re not clear on these two areas, you can’t expect your staff to be of much help in achieving your business goals. If you’re not clearly focused it’ll be hard for them to be.
2. Set Clear Performance Standards
Employees want to know exactly what you expect from them. Not in waffly generalized terms: they want to know what you want in specific measurable terms. That way they’ll be able to judge for themselves whether they’re meeting your expectations. Employees want to be clear about how their work will be judged. That makes performance standards essential. They are the key to staff productivity. It’s the most important “must do”.
3. Establish Effective Systems
“Put systems in place that make it impossible for employees to fail”. I wish I’d said that. Employees want straightforward effective systems. Systems that they can follow relatively easily. Sound systems must lead to the desired result and meet the specified performance standards.
4. Be Committed To Employee Success
Employees want to be known to be competent and skilful. They want other employees to recognize their competence. Make sure that they’re well trained. Make sure that they’re well informed and have access to all the information they need to meet their performance standards.
5. Understand Their Role
Employees are your “operators”. That may mean salesperson, tradesperson, technician, driver, clerk, factory hand or labourer. Employees are the people who undertake all the day to day work that enables your business to operate day to day. This work is vital to your business success. Make sure your staff know that you understand how important the work is.
6. Encourage Their Input
Let employees know that you welcome their suggestions about improving the quality of the work they provide. Encourage them to offer their ideas at all times. Authorize them to test improvements to systems for improved performance. If you want maximum staff contribution, encourage employees to contribute.
7. Lead By Example
You’re the exemplar. Always remember that management incurs more obligations than it offers privileges. To use the jargon, “Walk the walk”, don’t just “Talk the talk”. Employees will take far more notice of what you do than of what you say. “Pep talks” mean nothing compared with good example.
8. Provide Opportunities To Earn Performance Based Rewards
Apart from “commission only” jobs, most jobs pay a straight wage or salary. You pay this amount and expect a certain level of contribution from your employees in return. When staff perform at a level beyond your reasonable expectations, provide extra rewards. Use incentives to encourage superior performance and outstanding productivity.
9. Empower Them
“Empowerment” has been a trendy word in employee development for over 30 years. That doesn’t diminish its value or importance. Your employees should feel that the contribution they make to the success of your business is worthwhile for them in their terms. Find out what those “terms” are and relate them to business success. Take care. “Their terms” will have different meanings for different employees. Authorizing employees to make maximum contribution is a serious “must do”.
Conclusion
What the text books tell us is really a collection of labels. Managers need to quantify and qualify those labels. It’s only when you do so that your employees will be able to make their maximum contribution to productivity.
