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Maximizing Employee Performance and Efficiency Maximizing Employee performance and efficiency is fundamental for a companies performance, especially in the AEC space.  We do not create products, we create technical deliverables produced from people’s creativity, education, experience and technical skills.  As such, having people function at their peak is how a company competes and wins work.  But how do you optimize performance and efficiency?  I believe it comes down to the following five factors: • Moral and emotional support • Communication • Education • Training • Equipment Moral and emotional support is first in the list for a reason.  It is the foundation which performance and efficiency is built on.  It is as simple as happy employees being effective employees.  People are happy to work hard for managers that are supportive and lead by example. Communication is next.  If a manager is not communicating performance goals, staff may not know how they are performing.  This can be a difficult conversion but needed.  AEC is a business and the reality of business is performance.  If staff is experiencing a performance deficiency, the reason for it needs to be discussed directly with the team member and plan developed to improve performance. Education and training are critical to efficiency.  Education and training are frequently viewed as the same but are distinctly different with frequent overlaps.  Education is a general knowledge obtained from self study or formal education.  Training is focused to a specific task that relies on education, but is learned from practice and experience.  Without education, training may take much longer or may be wasted entirely.  Without training, the specific skills needed to succeed in this industry are spotty and inefficient.  Make sure your team gets both the needed education and training. Last on the list is equipment.  This is a perpetual weakness I’ve encountered with every company I’ve worked for.  Assuming all other factors of employee performance and efficiency are met, you will have a skilled, educated, hardworking team reliant on the equipment provided to them for their use.  More often than not, equipment, primarily workstation, are selected and purchased by staff that do not perform the technical work performed by engineers and designers.  They do not understand the frustrations of poorly functioning machines and demoralizing effect I’ve seen from unsatisfactory equipment that is destroying a team members performance.  This is an instance where spending an extra $3,000 on equipment will earn an additional $10,000 over a year.  There is also a clear connection to moral, as people provided with great equipment have a clear sense of the company caring about them.  Point being, part a bit extra to get your team the monitor and workstation setup so they can be top performers.

What's the best retention and motivational strategy to keep your employees focus? 1. Introduce Key Performance Indicators (KPI) and Time & Attendance (TNA) strategy - Employees will be paid on KPI and TNA every fortnight. In other words employees fortnight will be measured against their performance and attendance/punctuality. Fortnightly bonuses to be linked with KPI/TNA if employees exceed the expectation. And if below the standard KPI/TNA range, pay cut to be sorted accordingly. 2. Reward System - Reward employees quarterly (in a year) not only on performance but other areas such as; (a) savings (voluntary contributions with NCSL, NSLS, TISA, etc) to encourage employees to have inbuilt savings culture. Highest saver will be rewarded quarterly which will influence other staff members to increase their savings. (b) punctuality and commitment towards their (employees) daily duties which will motivate the employees to come early to work before the actual clock in time and clock out late after the actual close of business. Employees will commit more time and effort in the organization. (c). Invention of new ideas, technics and skills by employees to boost the operation of the organization. Employees must come up with bright innovative ideas, technics and skills quarterly due to the competitiveness of emerging competitors. 3. Refresher Trainings - Employees skills and knowledge to be tested quarterly during refresher trainings. This is to make employees fully aware of their mandated duty statements so that they'll not lose focus. 4. Career Development - Organization to invest in its employees by sponsoring them for further training and studies to gain more skills and knowledge. 5. Others 📌 📌 🗃 🗄 📎 🖊 📝 ⚒ 🔨 ⚙

IMPACT ON EMPLOYEE ENGAGEMENT AND SAFETY PERFORMANCE Increased Employee Engagement: Effective Leadership behaviors promote employee engagement in Safety. When leaders involve employees in safety decision-making, listen to their concerns, and provide opportunities for input, it fosters a sense of ownership and empowerment. Engaged employees are more likely to be vigilant, proactive, and committed to Safety, resulting in a safer work environment. Improved Safety Compliance: Leaders who priorities Safety and lead by example set the standard for safety compliance. When leaders consistently follow safety protocols, employees are more likely to adhere to them as well. This leads to improved safety compliance, reducing the risk of accidents and incidents. Positive Safety Culture: Effective Leadership behaviors contribute to the development of a positive Safety Culture. When Leaders prioritise Safety, recognize safe behaviors, and address safety concerns promptly, it creates a supportive and nurturing environment. A positive Safety Culture encourages open communication, continuous improvement, and a collective commitment to Safety. Leaders considers Safety to be equally as important as production. Positive safety actions should be rewarded-Highlighted the efforts to improve Health and Safety Communications in terms of incidents. Reduced Accident Rates: Leadership significantly reduces accident rates within an organization. When leaders' priorities Safety, provide necessary resources, empower employees, and foster a culture of reporting and learning from incidents, it leads to a proactive approach to hazard identification, risk mitigation, and accident prevention.

Cross-training is a powerful tool for increasing employee engagement and retention, particularly vital in industries prone to high turnover rates, such as manufacturing and logistics. At United Talent, we recognize that employees value opportunities for personal and professional growth. Diversifying an employee's role through cross-training can dramatically improve job satisfaction by breaking the monotony and enriching their work life. When workers are trained to perform multiple tasks, they gain new skills and experiences, which keeps their roles interesting and challenging. This variety motivates employees and makes them feel more valued and integral to the organization's success. Employees who see a clear path for advancement within their company are more likely to stay, reducing turnover and the associated costs of hiring and training new staff. Check out our latest insights into The Benefits of Cross-Training Employees for Continuous Business Growth by clicking below. #CrossTraining #EmployeeEngagement #OperationalEfficiency #StaffingIndustry #BusinessGrowth

An employee performance management system is a framework used by organizations to evaluate and improve the performance of their employees. This system includes several elements, including: 1. Setting goals : Setting specific and measurable goals for each employee in cooperation between the manager and the employee. 2. Performance follow-up: Regularly evaluate employees’ performance and document progress towards achieving set goals. 3. Performance evaluation : Conduct periodic and regular evaluations of employee performance using specific and objective criteria. 4. Providing feedback and guidance: Providing employees with constructive feedback and guidance to improve their performance. 5. Skills development : Providing support and training to employees to develop their skills and increase their efficiency. 6. Making decisions : Making decisions about promotions, rewards, and punishments based on employee performance. 7. Guidance of policies and strategies : Directs organizational policies and strategies based on the conclusions of the employee performance management system. All of these elements aim to improve employee performance and achieve the organization's goals more effectively and efficiently.

📈Considering PIPs (Performance Improvement Plans) in the workplace? Here's a breakdown of the Pros and Cons: 😊 Pros: Clarity: PIPs offer clear expectations for improvement, outlining specific goals and timelines. Opportunity: They provide employees with a chance to address performance issues and grow professionally. Documentation: PIPs create a record of performance discussions and efforts to support employee development. Accountability: Both parties understand their roles and responsibilities, fostering accountability and transparency. Legal Protection: PIPs can serve as evidence of due process in case of termination, reducing legal risks for employers. 😕 Cons: Stress: PIPs can be stressful for employees, especially when they start Hyper-focusing on what they need to improve. Perception: Some employees may view PIPs as punitive rather than supportive, impacting their motivation. Time-Consuming: Developing and implementing PIPs requires significant time and effort from managers and OD (Organizational Development)/HR (Human resources) professionals. Effectiveness: PIPs may not always result in desired improvements, leading to further performance issues or eventual termination. Employee Retention: In some cases, PIPs can damage employee-manager relationships and result in voluntary turnover. Considering these factors, it's crucial to approach PIPs with empathy, clear communication, and a genuine commitment to employee development. When executed effectively, PIPs can be a valuable tool for driving performance and fostering growth within organizations. #PerformanceImprovement #EmployeeDevelopment #HRManagement #OrganizationalDevelopment #TrainingandDevelopment #PersonalDevelopment

Your employees deserve more... As the year 2024 begins, it is crucial to build a performance management cycle that not only drives productivity but also fosters a genuine sense of fulfillment and satisfaction among employees. Here are proven strategies to help you Build a Performance Management Cycle in2024 1️⃣ Start with Clear Objectives: Begin by setting clear and measurable performance objectives. These should align with both individual and organizational goals. By providing clear direction, employees can better understand what is expected of them and feel motivated to excel. 2️⃣ Regular Feedback: Feedback is one of the keys to employee growth and development. Encourage a culture of open communication and provide timely feedback on both strengths and areas for improvement. Regular check-ins and one-on-one meetings go a long way in ensuring employees feel supported and valued. 3️⃣ Goal-Setting Collaboration: Involve employees in the goal-setting process. This empowers them and allows for a sense of ownership over their objectives. When employees have a say in what they're working towards, their commitment and enthusiasm naturally increase. 4️⃣ Continuous Learning Opportunities: Invest in learning and development programs that enable employees to enhance their skills and knowledge. By providing access to relevant resources, training opportunities, and workshops, you create an environment that supports ongoing growth and career advancement. 5️⃣ Recognition and Rewards: Recognize and celebrate achievements at every level. Whether it's a simple shout-out or a more significant reward, acknowledgment fuels motivation and encourages employees to maintain their high performance. Remember, a little appreciation goes a long way! 6️⃣ Embrace Technology: Leverage technology to streamline and enhance the performance management process. Consider implementing a user-friendly performance management tool that simplifies tasks such as goal tracking, feedback collection, and performance evaluations. 7️⃣ Listening to Employee Voice: Encourage employees to share their thoughts and feelings regarding the performance management cycle. Actively seeking their input and acting upon their suggestions not only strengthens engagement but also demonstrates a commitment to continuous improvement. Building a performance management cycle requires continuous effort. By incorporating these best practices, you can foster a performance-driven culture that empowers your workforce, boosts productivity, and leads to long-term success. We are the @THEPEOPLELAB We are building the future of work Join us; let's create a workplace where employees thrive and grow together!

From Briefing to Buy-In: Ensuring Employee Engagement in Process Changes Rare are the staff members who will speak up when trainers ask if there are any questions, especially when those questions stand in the way of getting back to the work they are paid for – or a well-deserved break. This is a common challenge in many organizations. Successful implementation of training materials and process changes depend on communicating the benefits effectively to your employees. Changes need to be built with pitches that explain why they benefit the employee as much as the organization. This is a natural phenomenon driven by the question, "What's in it for me?" which must be addressed to gain their buy-in. Key Takeaways: Understand Employee Perspective: Recognize that employees may be reluctant to ask questions during training sessions. They might not want to delay the ending of the training for themselves or their colleagues. Communicate Benefits Clearly: When introducing process changes, clearly articulate how these changes will make employees' jobs easier, more efficient, or more rewarding. Involve Employees Early: Involve employees in the process change discussions from the beginning. This fosters a sense of ownership and makes them more likely to embrace the changes. Provide Ongoing Support: Ensure there are follow-up opportunities for employees to ask questions and provide feedback after the initial training session. By framing process changes in a way that highlights the benefits for employees, you can increase engagement and smooth the transition. Remember, clear and effective communication is key to successful change management.

Are you getting the most out of your employee development and L&D programs?  In our latest blog we explore how the right tools can support employees and promote a culture of continuous learning, while simplifying processes and giving leaders valuable oversight. #YakTrak #EmployeeDevelopment

There is a sweet spot for when to use a Performance Improvement Plan. It’s after there have been conversations and a written reminder (sometimes in the form of a warning). It should be developed with the best intensions - to give the employee the support and encouragement to improve. Approach a PIP as a tool for improvement, not as a last-ditch tool to justify termination of employment. Your employee will feel the difference when done with constant, positive communication and outlook. Check out this blog from Insperity and sign up for 600+ articles with the latest HR insights!