by Jason Murphy
© 2006
http://www.employee-scheduling.net
We have all experienced being singled out because
of a mistake
or a misdeed many times throughout lives. But rarely do we get
noticed for doing something good. Even if we're all grown up
and working, this trend is still widely experienced. In fact,
this is a common resentment in the corporate world. Sure, every
employee undergoes employee training, but it is inevitable that
most still commit mistakes. Sadly, when evaluation time comes,
all the good work done are almost always overshadowed by poor
employee performance.
Employee rights dictate that there should be
provisions for
coaching or training employees. However, this is an additional
expense for the employer and another dent in the company's
finances. This is not a problem for big multinationals, but for
the average company, this is a big issue. The common stance on
coaching is that it's only necessary for poor performing
employees. However, Mary Massad, a human resources expert, begs
to differ. According to Massad, coaching and training are
essential for every member of the company or organization. It
is observed that singling out an employee for mistakes leads to
even poorer performance because of sagging morale. From the
lowest-paid to the highest-paid employee, each must undergo
training to boost the company's morale and performance.
Massad asserts that training employees doesn't
have to be
budget and time-consuming enterprise. Training is simply a
means to get employees back on track. After all, they are
qualified for their jobs. She asserts that setting examples and
giving incentives are great for pushing employees subtly. For
example, lateness is proven to be cause of low productivity.
Improving employee scheduling by making shifts is a solution.
An employer, setting an example of coming in early, will
inspire his employees to do the same. Training does not have to
be a full-fledged seminar. It may be as simple as a conference
or daily reminders. Setting a time where employees and
employers can meet to discuss work problems is an effective way
of preventing tension in the workplace.
Of course, training does not stop when the problem
ceases.
Massad claims that training should be an ongoing process. If
the employees feel and see that their problems are being
addressed, they will be more driven to work. All work and no
play causes dissatisfaction among employees. Setting an
employee time where employees can relax and forget about work
will refresh them. This could be as simple as a family day in
the park or an excursion. Another surefire way to keep
employees on track? Giving employee incentives for good work
makes employees feel that they are appreciated. People are
observed to work better if they feel that they and their work
are valuable.
NBA
Benefit Provider - WMEBooks.com
NBA
Resource Article - High Performance
Mastery
NBA
Resource Article - Ideas
for Building Employee Confidence
Reprint
of this article does not constitute an endorsement by the National
Business Association; the article is for informational purposes
for our members and viewers of our Web site.
