Developing A Motivated Workplace With Engaged Employees

Motivated and happy employee

Research indicates that 70% of employees are not engaged in the business that employs them. Further research shows that organisations that have 80% engagement grow at a rate that is 2.6 times faster and will achieve a much higher profit margin. You need to develop a plan to create a productive motivated workforce! The more productive and positive your staff, the better your company will perform.

It doesn’t matter how good your product is, an unmotivated and negative workplace can turn a positively performing company into a dog.

In a nutshell you need to have happy employees, who enjoy working for the company, but do so in a well disciplined and accountable environment where achievements and failures are recognised.

Your role as a manager is to coach and guide your employees to reach their most productive state. This is achieved as much through respect, common courtesy, loyalty and staff involvement as it is through job descriptions, employee policies and budgets.

A key initiative is aligning employee goals and targets with the company and then setting in play a system to motivate and engage employees through consistent communication and accountability systems.

Actions and activities could include:

Weekly Staff Priorities and Accountability

  • “One-on-one” Meeting: Establish a weekly “one-on-one” meeting with your employees. For larger businesses it is recommended that employees split into teams and establish a team leader. Record 2-4 major achievements per week.
  • Weekly Team Meeting: Establish a weekly team meeting. Discuss the organisation’s achievements, obstacles and initiatives.

Monthly Employee Performance

  • All Employees should be assigned KPIs and Targets based on the business strategy.
  • All employees should have a job description.
  • Key employees should present to the team leader (and in some cases the team) on their achievements and performance for the previous month. They should communicate the plan for the following month

Yearly or 6-monthly Performance Appraisal and Review

  • “One-on-one” performance appraisal
  • Conduct a Performance Appraisal measuring all competencies,
  • Developments, goals, and KPIs for the year.

Recruitment and People and HR Systems

  • Develop sound HR Strategies and Policies. Implement these systems in your business.
  • Position or Job Description
  • Employment Contract: All employees to be required to sign off that they abide by performance management system

Work Culture

  • Strive to breed a high-performance culture. “This is a high performance business – we expect high quality.”
Simone Mills

About Simone Mills

Simone Mills is the Principal Consultant at Citron Consulting and possesses over 20 years of human resources, organizational development and education experience. Simone’s expertise includes HR strategy including workforce optimisation, change management, organisational development, capability development, performance management and leadership coaching. Simone holds a Diploma of Business, Bachelor of Business degree in Human Resources and Psychology and a Graduate Diploma in Education. Simone is a Certified Professional member of the Australian Institute of Human Resources.

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