Hi All,
I need some tips to increase the efficiency of my employees. We are in research field.
We have already been running some motivational programs and recognition plans but its not helping us.
Please Guide.
GS
From India, New Delhi
39I need some tips to increase the efficiency of my employees. We are in research field.
We have already been running some motivational programs and recognition plans but its not helping us.
Please Guide.
GS
From India, New Delhi
Hi Gunjan,
I think incentive system is the best way, put slabs on performance.
Else, you can give comfortable work space which can increase employee's Efficiency and Productivity. I don't think Motivational programs can work, that is something for time being, person motivate at the time of attending the program and after coming back to his own life, forgets everything. Show their benefits in the allotted task, show their progress, appreciate very small progressive task done by your employee so that it gives them a Boost to work n perform more better.
Show "You can do it" attitude while giving any task/ work to perform. Still if you require anything on this matter, do let me know.
Thanks !!!
Regards,
Priyanka Vinda
HR
From India, Ahmadabad
I think incentive system is the best way, put slabs on performance.
Else, you can give comfortable work space which can increase employee's Efficiency and Productivity. I don't think Motivational programs can work, that is something for time being, person motivate at the time of attending the program and after coming back to his own life, forgets everything. Show their benefits in the allotted task, show their progress, appreciate very small progressive task done by your employee so that it gives them a Boost to work n perform more better.
Show "You can do it" attitude while giving any task/ work to perform. Still if you require anything on this matter, do let me know.
Thanks !!!
Regards,
Priyanka Vinda
HR
From India, Ahmadabad
Hi,
Gunjan
Some of the best ways to improve employee's efficiency are
To create interest on the work they are doing. This interest will lead
to stressless and pleasant working environment.
Evaluate and give them the work they like Or Motivate them to like the work you give.
Training and Rewarding will play an important role for improving the efficiency.
From India, Hyderabad
Gunjan
Some of the best ways to improve employee's efficiency are
To create interest on the work they are doing. This interest will lead
to stressless and pleasant working environment.
Evaluate and give them the work they like Or Motivate them to like the work you give.
Training and Rewarding will play an important role for improving the efficiency.
From India, Hyderabad
hi all It should also be noted that money is an impartant factor one consider in this case but go through the link to consider the facts -http://yahoo.com
From India, Belgaum
From India, Belgaum
Hire the right talent
Brief them their reponsibilities... don deviate from what they have been asked to do..
Give them wat ever y have promised during the interview...
Measure their performances with the RIGHT tool and nt thru word of mouth.
Let them do their work... lets nt create an atmosphere of tension..
Above all.. remember "Value them as humans" "Treasure them as assets"... and LET THEM KNOW THAT YOU ARE DOING SO....
:):-P:icon1:
From India, Madras
Brief them their reponsibilities... don deviate from what they have been asked to do..
Give them wat ever y have promised during the interview...
Measure their performances with the RIGHT tool and nt thru word of mouth.
Let them do their work... lets nt create an atmosphere of tension..
Above all.. remember "Value them as humans" "Treasure them as assets"... and LET THEM KNOW THAT YOU ARE DOING SO....
:):-P:icon1:
From India, Madras
Dear All,
Yes it is true that defining KRAs, Goals to each employee and monitoring against them is the best method, Most of the organizations are following performanace appraisal based on these KRAs / Goals only.
I have few queries on this. can you pl. put your thought and clarify.
1) First of all defining "PROPER" KRAs/Goals is an important task, it may also be possible that a goal which is almost achieved may be put as targetted goal to show it as better performace.
How can we overcome this? is there any better way to measure /evaluate the goal techinically?
2) Some times I feel, defining goals and performance apprisal strictly based on that may restrict / reserve the area of working (?), i,e.. putting boundries to their thought, creativity (?). For eg. a person has very good idea on the other area of his department but which is not defined in his goal.. there is a chance to feel that why should I spend time on that which can't be seen / shown as my achievement. Another common tendency is, when there is performance apprisal on record basis, it is tried to put even the smallest work they did and try to measure that also.
How to overcome this? and provide freedom to think and act so that the creativity improves?
3) I have observed that during performance apprisal time most of the people spend their time to analyse the data in order to measure their improvement against the goal? Generally effort is put to show the best with nice presentations, write ups etc.. is it technically possible to ensure that the self apprisal is not over shown / Under shown.
Regards
S.S.Acharya
From India, Hyderabad
Yes it is true that defining KRAs, Goals to each employee and monitoring against them is the best method, Most of the organizations are following performanace appraisal based on these KRAs / Goals only.
I have few queries on this. can you pl. put your thought and clarify.
1) First of all defining "PROPER" KRAs/Goals is an important task, it may also be possible that a goal which is almost achieved may be put as targetted goal to show it as better performace.
How can we overcome this? is there any better way to measure /evaluate the goal techinically?
2) Some times I feel, defining goals and performance apprisal strictly based on that may restrict / reserve the area of working (?), i,e.. putting boundries to their thought, creativity (?). For eg. a person has very good idea on the other area of his department but which is not defined in his goal.. there is a chance to feel that why should I spend time on that which can't be seen / shown as my achievement. Another common tendency is, when there is performance apprisal on record basis, it is tried to put even the smallest work they did and try to measure that also.
How to overcome this? and provide freedom to think and act so that the creativity improves?
3) I have observed that during performance apprisal time most of the people spend their time to analyse the data in order to measure their improvement against the goal? Generally effort is put to show the best with nice presentations, write ups etc.. is it technically possible to ensure that the self apprisal is not over shown / Under shown.
Regards
S.S.Acharya
From India, Hyderabad
Hi.. Dharmender i Wish Happy Holi To You And Your Family, How R U We Want Llr Update If U Have ? Regards Mukesh Sharma
From India, Delhi
From India, Delhi
Dear Mukesh, S Acharya, Dharmendra, Ash Mathew, B K Bhatia & Priyanka.
Thanks a lot for guiding me.
In my organization every employee is assigned multiple tasks as per his competancy.
Now, at the time of appraisal, he compares his performance with the guy who has been doing other work + one/two of the similar tasks as he is doing. The problem comes there.
Even after keeping the track of all work done , he looks for something better than he deserves as per self/competitors' analysis.
The problem is pretty complicated. Only convincing and communicating will not solve it. We are working on it and if any one of u comes with any idea then do revert.
Regards
Gunjan
From India, New Delhi
Thanks a lot for guiding me.
In my organization every employee is assigned multiple tasks as per his competancy.
Now, at the time of appraisal, he compares his performance with the guy who has been doing other work + one/two of the similar tasks as he is doing. The problem comes there.
Even after keeping the track of all work done , he looks for something better than he deserves as per self/competitors' analysis.
The problem is pretty complicated. Only convincing and communicating will not solve it. We are working on it and if any one of u comes with any idea then do revert.
Regards
Gunjan
From India, New Delhi
The effeciency can be improved with contineous evaluation.
Use some method fro evaluation
Identify the key areas where improvement is required. May be it is very simple and you may tyhink it is silly.
Give proper responsibility and tell that the work area is very much important for the success of the project.
Appreciation should not be forgotten
Give a chance to correct themself. Convey the message that they are the leaders for their work.
Take everybody into confidence before implementing any burden on the employees
Try some of the above !!!
Good Luck
Canute R
From India, Bangalore
Use some method fro evaluation
Identify the key areas where improvement is required. May be it is very simple and you may tyhink it is silly.
Give proper responsibility and tell that the work area is very much important for the success of the project.
Appreciation should not be forgotten
Give a chance to correct themself. Convey the message that they are the leaders for their work.
Take everybody into confidence before implementing any burden on the employees
Try some of the above !!!
Good Luck
Canute R
From India, Bangalore
Dear to enhance employees efficiency, better have a look at
website [HTML]www.smallchangegreatsuccess.com[/HTML]
go thru atleast first 5 pages and you can have lot of
details. B'coz first, one needs to know "what are employees?"
Then ask the website guys -contact us page-
to send free report on WHAT TOYOTA KNOWS THAT GM does not?
So all the best.
From India, Madras
website [HTML]www.smallchangegreatsuccess.com[/HTML]
go thru atleast first 5 pages and you can have lot of
details. B'coz first, one needs to know "what are employees?"
Then ask the website guys -contact us page-
to send free report on WHAT TOYOTA KNOWS THAT GM does not?
So all the best.
From India, Madras
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