How to improve work performance? Improving the work performance of a workgroup is much easier than it seems. Today, people must learn to work miracles with the things at hand and the many advantages that technology brings. This is an excellent opportunity for most people to put their skills to the test. Likewise, it is the perfect time for professionals to stand out and get the recognition they so desire.
Many people do not realize that most companies only take advantage of the talent of their workers. The worst is that they are often not paid what they really deserve for their work.
To improve job performance, people must determine if they really want it or just need it.
When improving your job performance is simply a necessity, you will not achieve the results you want. Doing things because you have to is a matter of responsibility. Still, it does not give you the motivation you need to improve your performance.
On the other hand, when you really want to improve your performance, you have the motivation to get excellent results. Without motivation, you won’t be able to get anywhere on a professional level. For this reason, keeping you motivated is the best way to improve your work performance.
But what is required to improve job performance?
To improve job performance, it is necessary to generate a change in habits and customs gained while working. It may be tricky at first, but if you don’t start making a change, you won’t be able to make any improvements.
Likewise, if you want to generate a group change (a work team), all team members must get involved and work together to achieve that change. Only in this way will they be able to implement their work performance and start generating excellent results.
Tips to improve work performance
Improving the work performance of a group of people is a task that requires a lot of effort, discipline, and dedication. Here are some tips that can help you and make things a little easier for you during the process:
1. Let them know what is expected of them, how to improve work performance
The better our employees understand what is expected of them, the better they will perform in their jobs. They need to know clearly what their duties or specific tasks are, the procedures to be followed, what policies are to be respected, what they can do, what they can not do, etc.
It is necessary to define the objectives that must be met, the goals that must be achieved, and that they can tell us they understand and agree with them. The attitudes we expect of them should also be clear (honesty, diligence, punctuality, ability to work in a team, etc.). It is incredible how many organizations do not have a single written goal beyond sales.
To let them know what is expected of them, we can provide them with documents that detail their obligations, goals, and objectives, the behaviors that are expected of them, and do it so that later we can measure it objectively. The clearer and more specific we are when writing these documents, the better results we will have.
Letting them know what is expected of them also implies letting them know the consequences of poor performance, be it carelessness in their work, a breach of company standards, a violation of values, not reaching their goals, etc.
2. Let them know what to expect from you
With collaborators, you must be crystal clear about what you expect from them. With the same clarity and transparency, you must know what they can expect from you in return.
You can communicate with how you can send you their questions or suggestions; how they can let you know about behaviors or unproductive behaviors in your area or other areas. The first clarity should be your payroll receipt: how much and when you are paid and what each line of the receipt means.
It sounds silly, but your employees don’t have to be experts in accounting acronyms or payroll terms. They must know how and if they can qualify for bonuses, get raises or promotions, etc.
3. Treat them fairly, how to improve work performance
To improve the work performance of human talent, our employees must feel calm. You must treat them with fairness and justice, either when determining their remuneration (which must be equitable with their colleagues’ salaries and with those of competing workers), when recognizing or rewarding their performance or results obtained, when encouraging or motivating them, when punishing them, when establishing policies or regulations, or simply, when interacting with them.
Fair treatment avoids feelings of injustice that create discontent. An employee in these conditions “infects” no less than 5 others who, without being treated like this, now see inequity in the company. Then they will ask themselves, “Is the same thing happening to me?” And now their energies will focus on seeing if they are being treated equally or if they are being tricked too.
4. Lead by example
To achieve a good performance with your collaborators, you must lead by example. Your team will never perform as you want. If they do not see it reflected in your daily conduct.
The norms, rules, or policies about what can and cannot be done should apply to everyone equally, including you. If you prohibit your workers from doing something, and suddenly they see you doing the opposite, not only will they stop paying attention to you, but little by little, they will lose respect for you as the authority and as the leader.
What leaders do, which separates them from others, is meet their own standards and goals without compromising them. You must give good examples so that collaborators follow you and avoid giving bad ones to avoid being imitated.
5. Evaluate and provide feedback, how to improve work performance
Giving feedback consists of evaluating someone’s performance, pointing out their faults, errors, or poor performance, and proposing improvements and solutions; or recognizing that something has been done well, that the goals were reached and the attitude was the desired one, so you plan a raise or a promotion.
You must establish periodic meetings with each employee where you will evaluate together with them, their work performance, comparing their real performance with the expected one and, in case of not having met expectations, make them notice their shortcomings or poor performance, and point out what aspects must improve.
This performance evaluation allows the worker to know that you are constantly monitoring them. It also helps to make you notice your mistakes or mistakes and motivates you to overcome them. However, they also let you see their achievements, contributions, and why you must help them move up in the organization.
6. Recognize and motivate them
Finally, the most effective way to improve the performance of human talent is to systematize recognition and motivation, that is, constantly motivating it.
Motivated and inspired by an environment where they are remarkably appreciated and valued, employees feel that their day-to-day work makes a difference. The workplace becomes eagerly awaited. Regardless of position or location on the organization chart, each employee values the company even more and will be willing to give more of themselves.
A motivated employee is an engaged employee.
Do you know what an involved employee does?
– Believe in the organization and its leadership.
– Behaves following organizational goals and objectives.
– Choose, actively, to continue employed by the organization.
– Advocates for the organization, internally and externally.
– Invest the extra time, effort, and initiative to make or make a difference.
If you want to generate mechanisms to improve work performance in your organization, the best way to do it is by following the advice we provide in this article. People feel better when they have a person who supports and advises them when making a change. For this reason, you must become the coach that your team needs to improve.