Month: August 2014

The workplace environment affects how the employees perform and feel about their jobs. A motivating workplace encourages employees to work harder, which allows them to advance and succeed while your business gets ahead. The employees may also be more satisfied with their jobs when the environment motivates them at the office. Money often comes to mind as a motivating factor for employees, but other strategies also work to encourage improved work performance from all staff members.

• Step 1 – Write the policies, procedures and expectations for the office in a handbook for all employees. The written manual teaches employees what you want from them so they have a framework for behavior in the office. Knowing what is expected helps motivate employees because they know how to follow company standards to succeed.
• Step 2 – Implement company policies universally so all employees are treated equally and held to the same standards. This creates a sense of fairness that is a motivator for employees. If employees feel that certain employees are treated better than others, they won’t be as motivated to work hard.
• Step 3 – Establish a reward program to recognize employee achievement. Create guidelines for receiving recognition through the program.
• Step 4 – Apply raises consistently using set criteria. Raises based on performance helps motivate employees to work hard.
• Step 5 – Create work goals for each employee with her help. Meet with her to write the goals together. Use your performance evaluations as a time to write goals and evaluate past goals.
• Step 6 – Communicate with your employees on a regular basis, particularly if change within the company occurs. Uncertainty and lack of information promotes gossip and worries employees, which can chip away at their motivation.
• Step 7 – Assign leadership opportunities to employees who show they are able to handle the responsibility. Allow the employees to take the lead on projects without hovering over every move they make.
• Step 8 – Present all employees with educational opportunities related to work. Send employees to trainings or conduct your own sessions in the office.

via How to Create a Motivating Workplace | Chron.com.

To many CEOs and CFOs, the HR department as a revenue enhancer takes getting used to. That’s not the way they were taught.

They are more interested in the payoff and are asking appropriate questions: What’s in it for the company? Where is the improvement in the revenue stream? How does this get us new customers and retain our current customers. Where is the proof of corporate performance enhancement metrics?

Once they get solid answers to these questions from competent HR leaders, the CEOs are quick to change their thinking. To answer the payoff questions, recognize that a continual company-wide value chain analysis is critical to the success of any organization.

Over the past decade, CEOs began demanding that their Human Resources departments deliver flawless functional work and become a knowledgeable partner with all other disciplines to advance the business plan of the company.

Individual professional silos are breaking down. Disciplines such as finance, sales, marketing, operations, and HR no longer exist as stand alone entities. They are inter-dependent with one another. Weakness of any one of the links inhibits other links from maximizing their efficiency and productivity.

via Human Resources Department As a Profitability Factor.