Some companies are focusing so much on talent acquisition that they forget that talent development is also an important aspect of the human resource. This blog will share some of the trends that will shape your employee productivity curve in the next few years.
1. Streamline workforce talent
While focusing on recruiting the best is always everyone’s dream as a manager, you must streamline your workforce. It beats logic to get top-level staff only to be supervised by an average supervisor. You must streamline staff in terms of talent and reinforcement. You don’t have to hire the very best if you are not ready to supply them with the very best managers and supervisors. If you want to keep your supervisors, make sure that your new staffs are within the supervisor’s capabilities.
While some people think that it is possible to keep a top brain as a junior to an average team hoping that the team is better off with such good people, the good people always go within a short time. Which means you have to go back to the recruitment process all over again. Streamline from top to bottom or bottom to top.
2. Work on optimal work schedules
If you give longer timelines for employees to complete tasks, they may be happy but their productivity is likely to take a hit. On the other hand, if you set strict timelines for task delivery, you might put pressure on employees negatively. It is advisable to work using well-structured and calibrated optimal timelines for every task. With optimal timelines, you are sure that every employee will be productive and happy.
3. Build relationships
Employees tend to be more productive when they have good relations within the company. Good relationships are cultivated. Sometimes it takes a weekend retreat for employees to bond together or healthy confrontation between superiors and juniors. Whatever it takes to cultivate a relationship, it is well worth it. It could be more than a token of appreciation, but it must be part of the staffing process. Companies that operate like an organism develop healthier relationships, which helps employees produce more.
4. Healthy competition
An element of competition is good for every production process. Companies that are finding ways to improve on the level of competition between and among staff are getting more out of every person within the company. Healthy competition includes annual bonuses for the best results in every department. Offering appreciation to the most outgoing and helpful manager, best learner, best listener and others can be the start of promoting cohesion and personal growth. According to Joanne Pellew, a staffing expert, companies that promote healthy competition are showing significant growth.
5. Feedback and candor
Employers communicate regularly with staff. However, not all allow staff to communicate to them. Employee feedback is very important because it helps the employer understand what is best for his or her staff. It is only through quality feedback that companies can learn. Regular surveys, preferably anonymous surveys, can generate very good feedback. On the other hand, being frank and open about your business helps employees understand their role better. Employees too want to know how their goals fit into the equation. An employee is likely to be more focused if he or she feels that his or her goals can be achieved within the company. To do that, employers have a duty to be open about their plans, ambitions, and aspirations.