Thursday, 1 December 2016


PERFORMANCE MANAGEMENT

We are concluding Performance Management by running through the essential parts of Performance Management.
Performance Management includes activities which ensure that goals are been met in an effective and efficient manner. 
Successful businesses that grow and develop themselves despite market competition are usually composed out of great teams and a tight teamwork. But how can such team be developed and how do you improve Employee Performance within the team?
Many organizations believe that the way to improve employee performance is closely related to the company’s Performance and Productivity. Which is not far-fetched because teamwork makes the dream work!!

The following are 6 simple tips on “How to improve Employee Performance in a Company and ensure that your team works”

1. Encourage Communication and Feed-backs
The first advice in improving Employee Performance is to encourage employee communication not only among employees, but among managers as well. Insight can be received from the employees’ perspective using team meetings, suggestion boxes or surveys. In this regard, you need to be open-minded and actually encourage the expression of ideas by employees without criticizing any part of it. This is also helpful in “feeling the pulse of your employees” to ensure their productivity.
Additionally, you have to keep all your employees informed as regards to the organizational culture and the changes which take place in the organization. Communicate with employees on expectations and the effective ways in which they can overcome future challenges.
Because employee performance depends on numerous factors, it’s critical that you communicate with your employees, and give and receive feedback.
Take the initiative and make sure you schedule regular meetings with your staff to discuss how you can help them improve their performance at work.
Example 1: Let your communication be "transformational" not just "transactional". 
Example 2: A Receptionist was been trained and the boss came in and said “do not let the phone ring more than 3 times before you pick the phone”!!!!

2. Give your Employees the right tools
An organization could have the most talented team of individuals you could ever possibly dream of, but they will produce nothing if they are not given the right tools. Plain and simple.

“Imagine trying to dig a well with a spoon”.

3. Set clear rules for your business
The success of any organization depends on the rules in place. Setting ground rules will ensure that the team works effectively and efficiently within that framework to achieve your set goals. You should create time, have meetings to set clear rules that every member of the organization has to follow. 
“Policies guide behavior”.

4. Set SMART Goals
We looked at Balanced Score Card last month as a means of Performance Appraisal. Most of the employees in an organization want to be part of the organization’s future and discover the most important things at work in order to experience excellence. However, for a set objective to be effective and results-driven in motivating employees, it has to be tied to the bigger organizational goals.

5. Make sure they are the right fit for the job
If a particular job function requires a specific skill, then ensure you properly assess whoever you are bringing on board, to be sure they have the right skills. This is the reason a lot of organizations come to experts like us when they want to recruit correctly.
Imagine a secretary that cannot spell or compose a simple letter, but she looks and dresses great.

6. Provide effective Training
Employees can be helped to improve their skills through in-house career developed or on-the-job training. Improving employee performance involves encouraging your workers to attend different seminars and workshops related to their job activities. You actually have to encourage them to take classes in order to perfect themselves. Also keep in mind that training is not regarded as a one-time event anymore, but rather as a continuous activity, which takes place over an undefined period of time.  “Training BOOSTS COMPETENCIES”

CONCLUSION
The answer to the age-old question “how to improve employee performance” is certainly not black and white, but it isn't an impossible task either, so do the aforementioned tips and you'll be on your way to improving employee performance in no time.



Tuesday, 15 November 2016

Performance Management 2.0


We continue with our series on Performance management because of its great importance to the achievement of organizational goals and objectives. Performance determines whether or not your organization will succeed or fail and the Performance of your staff reflects positively or negatively on your organization. Thus, the need to constantly check your performance and ensure the entire organization is working towards improving their performance.

The foundation of Performance Management is Effective Communication & Feedback, the first thing to do is ensure everyone knows their roles and responsibilities (Job Descriptions-JD) thus they know what to do and what is expected of them (this refers to Key Performance Indicators-KPIs).

The next thing to do is Performance Appraisal i.e. matching JDs with KPIs and giving your employees constructive feedback on improving their performance. This basically describes the process which begins with the effective communication of employee’s Job Descriptions to keeping track of their progress and regularly reviewing their work to ensure it aligns with the general goals and objectives of the organization, as it is very important everyone is working together to achieve the same goal (Team work makes a dream work).

Another important factor in Performance Management is Training because if you don’t train them, you can not blame them. It is essential to equip your employees with everything they will need to do their jobs effectively and efficiently to increase their performance and thereby improving the Performance of the organization.

As we round off for the year, you can still improve the Performance of our organizations through effective Performance Management and tune in to Splash 105.5FM on Thursday by 10:15a.m to listen to insightful tips to grow your organization.    

Friday, 4 November 2016



PERFORMANCE MANAGEMENT


It is a new month! Happy new month everyone. Wishing us all great success this month. How are the preparations for the year-end going? I am sure a lot of companies are beginning to round up and balance their financial accounts for the year 2016. A lot of organizations are beginning to check if their set goals have been met and to examine additional things that can be done to attain the set goals in the few weeks left in the year. The summary of what is been done is referred to as PERFORMANCE MANAGEMENT. Performance Management, simply means Performance in relation to Set Goal that is how already set goals are consistently been met in an effective and efficient manner.

Performance management is a process by which managers and employees work together to plan, monitor and review an employee's work objectives and overall contribution to the organization. Performance management (PM) focuses on the performance of an organization, a department, employee or even the processes to build a product or service, as well as many other areas.

            The major aim of Performance Management is to “improve employee performance” and this can be done in these 2 simple steps:
-reviewing what you are doing now, and
- comparing it to how you are doing in relation to set goals.

            There are key areas every business should look at when it comes to Performance Management and one of which is the BUSINESS PROCESSES. 

Evaluating BUSINESS PROCESSES involve; 

·         Measuring Processes: it is important to measure the time taken for the execution of organizational processes such as waiting time (ensuring shorter waiting time for your customers and  quicker turnaround time)

·         Customer Perspective: a customer-based orientation is very important thus it is key to assess how customers are treated by staff. This can be achieved by asking pertinent questions such as:
-Am I able to retain my customers?
-Are my customers referring me?
-Is my client base growing?

·         Customer Satisfaction: a satisfied customer will surely come back thus it is essential to carefully consider the feedback of customers most especially when executing services

·         Employee Learning and Growth: Perspective Training, continuous learning mood, working in persistent learning organization all have a transformational impact on your staff and their strength determines the performance of your organization.

·         Financials: Turnover/ Cost should be kept to the minimum because while increasing your revenue, your cost must not rise simultaneously or you will be reducing your profit.
Other ways to manage your performance such as the use of Balanced ScoreCard (BSC),

Friday, 21 October 2016



                          EMPLOYEE VERIFICATION


Hello Readers, How have we all been?   And how is the preparation for the weekend going? I will be posting a very important aspect of HR this Friday for us all to take home and ruminate on either as employers or employees. This topic is so important because it affects both Employees and Employers. It is called EMPLOYEE VERIFICATION.
             Employee Verification simply means establishing validity or truth of what an employee says or puts on his or her CV.  It is very common these days to see some job applicants including false employment history on their resumes, embellishing past job responsibilities or lying about dates of employment, previous employers, job titles and roles.
Conducting Employee Verification is very vital during Employment Processes. A major reason to conduct such checks during the employment process is to avoid harm or legal liability to the employer’s business, or to avoid harm to the organization’s employees, customers or the public. The  major forms of verification checks include;
a.       Reference Check
b.      Guarantor Check
c.       Academic Certificate Check
d.      Personal Certificate Check
e.      Physical Address Check.
f.        Previous Employer Check.
   
a.       Reference Check: During employment process, it is important every employee has more than one referee during his or her application process. A referee is someone who has known the applicant for at least three years and can vouch that the applicant is of good conduct.
b.      Guarantor Check: Guarantor Check is more like advanced Reference Check. For guarantor check, the guarantor must be willing to vouch for the applicant and also to be held liable in case any thing happens.
c.       Academic Certificate Check: Here the applicant’s certificates are checked for validity. The types of academic certificates that are usually checked are   Secondary School Leaving Certificates and Certificates from Tertiary Institutions.
d.      Personal Certificate Check: Here other certificates apart from academic certificates are verified. Certificates received from trainings, workshops and seminars are verified.
e.      Physical Address Check: Here the physical address of the applicant is verified.
f.        Previous Employer Check: Adding value to organization is very important hence Employers may carry out previous Employment Check so as to know how an applicant or employee will add value to the organization.   
   At EZ37 Solutions Limited, we have adequate and competent verification officers that carry out Verification. Contact  us today!