Maximizing Employee Performance.
Provide Meaningful Work <ul><li>Employees who are motivated by their work take pride in it and derive a level of satisfact...
Ways to Maximize Employee Performance <ul><li>Provide meaningful work. </li></ul><ul><li>Allow scheduling flexibility. </l...
Scheduling Flexibility <ul><li>Allowing employees to plan and manage their own schedules sends a message of trust.  This c...
Scheduling Flexibility <ul><li>Telecommuting </li></ul><ul><ul><li>Telecommuting involves performing some or all of the jo...
Involve Employees in Decision-Making <ul><li>Gives employees a strong sense of purpose </li></ul><ul><li>Allows employees ...
<ul><li>Types of Recognition </li></ul><ul><li>Fair compensation for the work </li></ul><ul><li>Fair and equal treatment f...
Performance Evaluation <ul><li>Formal evaluations are usually completed once a year. </li></ul><ul><li>Reviews should be c...
<ul><li>Reasons to evaluate </li></ul><ul><ul><li>To improve weak performance </li></ul></ul><ul><ul><li>To reward good pe...
Evaluation Forms <ul><li>Performance factor evaluation :  Focuses on personality traits important to the job. </li></ul><u...
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12.5 Maximize Employee Performance

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Module 12

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12.5 Maximize Employee Performance

  1. 1. Maximizing Employee Performance.
  2. 2. Provide Meaningful Work <ul><li>Employees who are motivated by their work take pride in it and derive a level of satisfaction. </li></ul><ul><li>A job must offer a range of duties and responsibilities. </li></ul><ul><ul><li>Job enlargement : Adding more tasks of the same skill level. </li></ul></ul><ul><ul><li>Job enrichment : Giving employees more responsibility and control. </li></ul></ul>
  3. 3. Ways to Maximize Employee Performance <ul><li>Provide meaningful work. </li></ul><ul><li>Allow scheduling flexibility. </li></ul><ul><li>Involve employees in decision-making. </li></ul><ul><li>Provide for employee recognition. </li></ul><ul><li>Evaluate performance. </li></ul>
  4. 4. Scheduling Flexibility <ul><li>Allowing employees to plan and manage their own schedules sends a message of trust. This can lead to an increase in productivity . </li></ul><ul><li>Forms of flexible scheduling </li></ul><ul><ul><li>Telecommuting </li></ul></ul><ul><ul><li>Family leave </li></ul></ul><ul><ul><li>Flextime </li></ul></ul>
  5. 5. Scheduling Flexibility <ul><li>Telecommuting </li></ul><ul><ul><li>Telecommuting involves performing some or all of the job away from the business. </li></ul></ul><ul><ul><li>The key is having access to technology (i.e. computers, fax machines, cellular phones, and overnight delivery services). </li></ul></ul><ul><li>Family leave </li></ul><ul><ul><li>Federal law for large companies now requires family leave. </li></ul></ul><ul><ul><li>Workers must be allowed up to 3 months of non-paid family leave for the circumstances covered by the law. </li></ul></ul><ul><li>Flextime </li></ul><ul><ul><li>Allows employees to choose the work hours and days they think will be most effective. </li></ul></ul>
  6. 6. Involve Employees in Decision-Making <ul><li>Gives employees a strong sense of purpose </li></ul><ul><li>Allows employees to see their own ideas put to work </li></ul><ul><li>Management-by-objective: Gives the employee a chance to set his/her own objectives and gauge his/her own progress. </li></ul><ul><li>Work teams : Give employees an assigned task to complete as a group with little supervision and with the responsibility for the results. </li></ul>
  7. 7. <ul><li>Types of Recognition </li></ul><ul><li>Fair compensation for the work </li></ul><ul><li>Fair and equal treatment for each employee </li></ul><ul><li>Daily informal praise </li></ul><ul><li>Credit for a good idea or useful suggestion </li></ul><ul><li>Plaques or awards at meetings or banquets </li></ul><ul><li>Financial incentives </li></ul><ul><li>Special assignments or promotion opportunities </li></ul>Provide Employee Recognition
  8. 8. Performance Evaluation <ul><li>Formal evaluations are usually completed once a year. </li></ul><ul><li>Reviews should be completed in a private meeting with the employer. </li></ul><ul><li>Evaluate strengths, weaknesses, and provide feedback for improvement. </li></ul><ul><li>Informal evaluations may be done frequently. </li></ul><ul><li>Evaluations can be motivational and provide the basis for pay increases and promotions. </li></ul>
  9. 9. <ul><li>Reasons to evaluate </li></ul><ul><ul><li>To improve weak performance </li></ul></ul><ul><ul><li>To reward good performance </li></ul></ul><ul><ul><li>To make decisions about pay increases and/or promotion </li></ul></ul><ul><ul><li>To determine the employee’s level of job satisfaction </li></ul></ul>Performance Evaluation
  10. 10. Evaluation Forms <ul><li>Performance factor evaluation : Focuses on personality traits important to the job. </li></ul><ul><li>Job specific evaluation : Measures effectiveness in carrying out job duties and responsibilities. </li></ul><ul><li>Management-by-objective evaluation : Assesses progress toward individual objectives. </li></ul><ul><li>Combination evaluation </li></ul>
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