Management Practices for increased Employee Productivity
Incentivizing employees at all hierarchies:
While the reward is given in recognition of service or against some achievement or performance; an incentive is given to motivate someone for doing something –even if it is their job.
From the science of psychology, incentive is extrinsic motivation for having the desired outcome– incentive is typically economical, however it can also be provided in other forms as well.
That said, companies, traditionally,love to have their employees at higher hierarchy be incentivized –neglecting those at lower hierarchies. The psych behind incentivizing those at a higher level and neglecting the ones at a lower level, is, certainly, not a good management practice, when you’re looking to achieve employees’ productivity; whilst productivity, for the fact, is a result of efforts put in as a whole.
Therefore, it is recommended to have all the employees be incentivized; not only the ones, already who are at secured positions.
Communicating constructively and diplomatically:
One of the many roles that management entails is providing feedback, about how the managers feel about the performance being given, work being done and the efforts being put.
Without conveying the concerns or sharing words of appreciation –depending on the employee performance, there would be a total lack of communication amongst the company and its employees. Nevertheless, as important communication is, the tone and attitude of management, whilst addressing the employee, weighs equally important.
While applauding the work done well, the communication is always seen to be pleasant –and always is, however, the same couldn’t be predicted, when there is a need for making any rectification or addressing any shortcomings. This is where good managerial practice requires the management to behave diplomatic and constructively while conveying the concerns. If the communication– whilst conversing the concerns or even highlighting shortcomings of someone’s work– is strictly diplomatic in nature and critical, yet, constructive, the chances of the employees overcoming their workplace shortcomings would be higher, opposed to a communication took place in ‘We pay you’ manner.
Remembering to respect:
Respecting your employees –besides the good work they have had put– as individuals, for being who they are, can change any employee’s working-pace. It’s a natural phenomenon, when people will be respected not only for working in a respective company, but as persons as well, they would be more honest, sincere, and loyal to the organization; they also may go beyond their supposed duties to have the organization succeed. Consequently, productivity and eventually the profitability reaches new heights.
Training across hierarchies:
Now only God knows why the companies are so obsessed with those at higher roles, while utterly forgetting about the ones at lower or –at the least– comparatively lower positions.
There is not only unequal incentives providing but unequal adequate or necessary training too.
Interestingly, there’s a conspiracy surrounding that as well, that the management at higher positions won’t let the managers at the middle hierarchy or supervisors subordinate to them receive enough training, so their training might not become an onset of a stern future competition and a threat to their position, therefore subsequently.
That said, if there is a fraction of truth, the — mentioned so-called– conspiracy theory entails, it is an ultimate stake-holders’ job to find if there is any such monopoly going on within the organization. If not, the training, still, shall be equal for people at all positions, for, this will benefit the company more than it will anybody else.
Supporting and Consoling
By being supportive of the employees or consoling them, the management can win an employee trust and the priceless loyalty that comes with it. But how is supporting and consoling can really be done by the management?
Support can be of financial assistance –in addition to the salary employees receive, in case of a crisis situation, employees find them in. Supporting also means helping employees overcome their shortcomings, without having them the fear of being replaced with someone better. Whilst, supporting stays workplace-based, counseling is beyond the organizational sphere and entails personal affairs too.
Consoling, best described, is emotional support. A few words of sympathy in case of a loved one’s death or emotional support when someone is going through a rough personal phase– having a divorce, for instance; for, as they say, being nice, goes a long way. Those few moments of sympathy, those few words of care, will be remembered by the one being consoled for a long time, even if not remembered by the one consoling.
Stop being Bossy much:
Stop bossing around; everybody knows you’re the boss here anyway.
See, nobody likes the bossy attitude. This might not be true, apparently, but definitely true in the very hearts of whom are being bossed.
Even if you’re a boss to somebody, you don’t need to show it, by always having an attitude on your nose or by bossing around. Although it is important having a conserved attitude towards the subordinates at times, it is in no way, a necessity, of showing who the boss is, at all times –at least not by your attitude but by performance maybe!
More importantly –in a way, it also means, uttering a few words of encouragement to your subordinate and acknowledging the fact that you could’ve never done that job done by yourself which has been done and dusted now, courtesy of your subordinate’s performance.