HRO Today Global Winter 2015 - 36

Workforce Insight
A clear and compelling direction points to the need
to create a vision for your organisation that speaks
to every employee. This often stems from the stated
mission of the organisation, but go beyond that to
actively involve employees in the goal-setting process.
Ensure each employee has tasks that directly relate to
the organisational mission. Help employees have a clear
line of sight and feel as though they have some control
over their work and impact on the business.
Honest and open communication is the top-reported
employee motivator and absolutely necessary for
anyone to do a good job at work. All levels of
employees need to not only have answers to their
specifi c job-related questions, but information about
what's going on in other parts of the organisation.
Employee will gain confi dence by knowing about new
products and services, and the organisation's strategies
for success.
Communication should come from all levels. Whilst
hearing it straight from the top is effective, employees
also need support from their direct supervisor or
manager. Treating employees like individual business
partners by communicating with them on an honest
and open level will lead them to be more committed,
dedicated, and hardworking.
By painting a bigger picture and providing a positive
outlook for the future, employees will feel like an
integral part of the plan to move forward. Keeping
negative information from employees is never a good
policy; they are capable of handling the facts, as long
as they are presented in a sincere, straightforward
manner. It's also important to stress the positive:
Even during times when it seems as though there's
nothing but bad news to report, fi nd the silver lining.
Tap managers to help communicate and ensure that
messages are conveyed in a timely and consistent
manner throughout the organisation.
Continued focus on employee learning and development
helps to show a long-term focus on employees. In my
research, management support of employees who want
to learn new skills is one of the top motivators reported
by the majority of the workforce today. Since all
development is essentially self development, providing
opportunities to learn and grow benefi ts both them
and the organisation. Most employee development
[36]
HRO TODAY GLOBAL
| WINTER 2015
occurs within the job and the work employees are
doing on a daily basis, coupled with the opportunities
that arise from constantly changing circumstances in
the workplace. Taking an action-oriented approach
in ushering employees to develop new skills and
responsibilities will help employees better meet
individual career ambitions as well as the changing
needs of the organisation.
Properly trained employees perform better at their
jobs and tend to work harder. Whether in the form
of preparation for a new or advanced role, or a
programme designed to promote growth within
an existing role, all staff members need continued
education and development. It provides a foundation
of a well-rounded workforce who is willing and able to
take on new tasks or projects when the need arises.
Singling out the most promising talent and providing
additional opportunities for them to further develop
their skills and strengths is another excellent strategy
for engaging and retaining. Furthermore, cultivating
a culture of development can boost a company's
reputation as one focussed on providing clear career
paths and on-the-job training to ensure employee
success or advancement.
Reward behavior as it happens
to achieve similar results.
Recognition and rewarding high performance are the
greatest drivers of performance for any manager and
any organisation. What is the best way to motivate
employees? Surveys and studies have revealed a very
simple formula for successfully recognizing staff: Treat
your employees with respect, pay them fairly, and
reward them when they do a good work.
Although money is a motivator, it is not the only
motivator, and it often has limitations. Creative, no-cost
ways that show your appreciation in a timely manner
can have a large impact too. Something as simple as
praise is effective and can be delivered several ways:

HRO Today Global Winter 2015

Table of Contents for the Digital Edition of HRO Today Global Winter 2015

HRO Today Global Winter 2015 - 1
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