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How to improve employees’ productivity and engagement

Today I would like to talk about something obvious, we can start from one common point that is true for all companies worldwide. Each of them no matter what is the product, process of service where they operate, they want to improve employee productivity. The second point maybe is not so obvious: how often do they examine their own management practices as a means of attaining it? Thousands of studies from the specialized companies, consistently show that a high number of non-management employees are disengaged, not working at full productive capacity. In my personal experience, mostly of the complains from HR managers or directors focus on what was not delivered vs objectives and much less what was the cause of not performing as expected. Following are 6 practical suggestions I would like to share that each manager in charge can take into consideration to improve productivity by putting employees in a more productive mindset. You can give a try and share after all your experience.
1) Provide meaningful feedback in a constructive manner on a regular basis. Seems obvious but mostly of the time we are overwhelmed and busy with 1000 of urgencies/priorities. This is a big mistake. Feedback is a foundational management skill; the ability to provide regular, helpful feedback to employees in a manner that encourages, not discourages, is a cornerstone of effective management. You cannot be a leader or a people top driver if you are missing it. That's not to say feedback is always positive - that wouldn't be management at all - but that the communication is done thoughtfully... whether the occasion is encouragement for a job well done, or that course correction is needed. Must be constructive, always.
2) Provide support for employees/team member when it's genuinely needed. Valued support can take many forms: equipment when existing is outdated or inefficient; emotional support in the face of unfair criticism; flexible support for a reasonable level of work-life balance. Management support in times of need won't be forgotten; it builds employee goodwill and loyalty and create a positive work environment, eventually can became a part of your company culture. Don’t underestimate its power.
3) Ensure senior leadership models behaviour that makes the people around proud to be part of the team. Nothing demoralizes employees more quickly than seeing senior leaders act in a way they don't respect, and few things energize employees more than a senior team they admire. Remember that leaders are always being watched and judged.
4) Respect employees as individuals, in addition to the job they do. Respect can be a simple but powerful motivator. When employees feel genuinely respected they're much more likely "to go the extra mile" to help a company succeed. Not bad, isn’t it?
5) Be sure management at all levels of an organization receives adequate training. Please note that there's a tendency for companies to invest in "leadership training" focusing mostly on supervisors and middle managers. New hire also need to feel appreciation and working in a place of opportunities, where company believes in them from the early formative stages. Remember employer branding is done also from your people when they meet their peers for a coffee or a beer…
6) Remember: don't be emotionally pointless. There's nothing for management to gain by withholding praise and recognition when it's warranted. Sometimes it costs few words or shaking hands. Maybe obvious but recognition is often a more powerful motivator than money, at least do not affect company budget…

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