How to improve the performance of the personnel

We see next some advice who will allow us to improve the performance of the personnel of our business or company:

To let know them what is expected of them

While better our workers understand what is what it is expected of them, better they will evolve in his workings.

We must to do to have them in either in clear which are his functions or tasks specific, which are procedures that must to follow, which are policies that must to respect, what is what can to do, and what they cannot do, which are the objectives that must fulfill, which are the qualities that must have (honesty, diligence, punctuality, capacity to work in equipment, etc.), etc.

In order to let know them what is what it is expected of them, we can give documents to them, such as regulations, manuals or procedures, with information exceed what they must and they do not have to do. While clearer and specific we are when writing up these documents, better results we will have.

To let know what it is expected to them of them, also implies to let know which them would be the consequences of an evil performance, or a negligence in its workings, one the norms of the company need, a violation of the values, etc.

To let know them what can hope of us

To our workers we must leave them or in clear what is what we waited for of them, but also we must leave them or in clear what is what they can hope of us in return.

Our personnel must know very or how he is that it is possible to be communicated with us, how he can make us arrive his consultations or suggestions. Our workers must have or in clear how much and when he is pleased to him, how he is that they can become deserving of bonds, how they can obtain increases or ascents, etc.

Trataros with fairness

To our workers we must treat them with fairness and justice, or at the time of determining its remuneration (which must be equitable with the pays of its companions, and with those of the workers of the competition), at the time of recognizing or compensating its obtained performances or results, at the time of stimulating them or motivating them, punishing them, establishing policies or regulations, or, simply, at the time of relating to us to them.

To deal to our personnel with fairness avoids that this one can be felt treaty unjustly, and that the displeasure is generated and, therefore, a diminution in the productivity and the efficiency.

To give the example

In order to obtain a good performance in our personnel, we must give the example.

Our personnel never will evolve as we want, if it in our conduct of every day does not see reflected.

The norms, rules or policies exceed what it is possible or not to be done, are due to apply the same for all, including.

If we prohibited him to do something to our workers, and suddenly they see us making the opposite, not only they will stop doing case to us, but to little by little they will be us losing the respect like authority and leaders.

We must give good examples, so that the workers follow to us, and avoid to give bad examples, so that we avoid they imitate that them.

Feedback

To make a feedback consists of evaluating the performance of the personnel, indicating its lack, errors or under yield, and to propose improvements and solutions.

For it we can establish periodic meetings with each worker, where we evaluate along with him, its labor performance, comparing its real performance with the awaited one and, in case of not to have fulfilled the expectations, to make him notice its lack or under yield, and to indicate to him in what aspects must improve.

This evaluation of the performance, allows us to obtain that the worker is conscious that we do a pursuit constantly to him, allows us to make him notice their lack or errors, and allows us to motivate it they surpass so that them.

To motivate them

And, finally, the form most common to improve the performance of the personnel, is motivating it constantly.

For it we can use different techniques from motivation, such as to delegate to our workers a greater authority to them, to give them to majors responsibilities, to grant new functions to them, to praise or to compensate its obtained profits, to offer good conditions them of work, for offering a good labor climate to them, and for assigning a good remuneration to them, that it goes according to the real capacity and resources of the worker.