Important Influence Areas To Ensure Better Employee Performance

What is the base of any company that is looking towards having a team in place and working with that team in order to achieve new milestones and having a success story everyone  wants to look upto? Well! The answer to this lengthy question is very very simple and is merely one word – EMPLOYEE PERFORMANCE. A good employee who performs to the best of his potential can lead the company to a path of success. As the company grows, so is the employees, resulting in increased level of motivation to work towards higher goals in future.

So, the bottom line is employee performance is a huge area to work upon for any company who wants to be successful. As a top notch Strategy Execution Consulting Firms, a lot of our clients are curious to know the major influence areas which effects the performance of their  employees.

HR Strategy Consultants all over the world admit that it is a bit difficult to come up with a sure strategy, but there is definitely some universal influence areas both internal as well as external that you can tap upon in order to improve employee performance:

EXTERNAL FACTORS

• Organizational Processes – Having one of the huge influence on employee performance, organisation processes are not only policies, guidelines and procedures, but the entire organizational structure. For example, companies having bureaucratic cultures may face challenges in terms of employee performance. On the other hand, a company having a flat structure, may face problems in terms of lack of leadership and a clear vision or goals.

• Physical Resources – This could  be anything such as technology, equipment,  tools, etc. Because of this major area, organizations turn to designing open office environments in order to improve collaboration and employee performance.

• Data And Information – These two  tie into the physical resources area. Any organization that is not  very strong in terms of technology, could also be lacking the requisite  amount of data and information that their employees  can access. All this not only adversely affects the performance of employees but also de-motivates them to work in such environment. As a result, a company can face high turnover rates where all the bright minds leave the company eventually thus affecting the overall company performance and higher cost in terms of.

INTERNAL FACTORS

• Individual Abilities – Individual abilities include emotional intelligence, wellness, etc. These abilities are one of the major factors that are considered in the hiring process. Such qualities set the candidates apart from the rest and can help employees build a strong network of mentors. These abilities if nurtured and identified properly, can help improve employee performance.

• Motivation Factors – Motivation as is discussed in the biggest management theories of all time plays one of the most important role in employee performance. So, what are the true motivators to make sure the employee performance is at its best? The answer is  a combination of money, benefits and perks, recognition and good work. The key here is to identify the specific motivators for individual employees and use these motivators to take the best out of them at any given point.

• Job Knowledge – Last but not the least, job knowledge is an important part of employee performance. Knowing what to  do and how to do it not only ensures the accuracy in the work but also encourage the employees to take calculated risks. Such work environment gives a motivation to the employees to work to their best of potential and whenever anything new comes up in the picture, the employees, even though feel a little nervous, are sure that the company supports them and they will get all the guidance and support they need from the company.

Culture Or Leadership – Which Is More Important?

 “Culture eats strategy for breakfast.” – Peter Drucker

One of the most common debate when it comes to success of an organisation is a very important question that is, “Which is more important, Culture or Leadership?” Tony Hsieh, CEO of Zappos.com says, “If you get the culture right, most of the other stuff will just take care of itself.” On the other hand, it is said, that the culture of any organization is shaped by the worst behaviour the leader is willing to tolerate. So what is important, should the culture be chosen over the leader or leader be preferred irrespective of what culture he is bringing in with him?

The thought on this question is mixed among Business Excellence Consultants. Some favour culture and other leadership. But as one of the best HR consulting firms in India, we say a common ground between the two is where lies the answer to this question. How? Let me explain in depth.

Company culture plays one of the most important factor in the growth of the organisation. As the culture makes people and people in turn makes an organisation, a good company culture makes sure that everyone is working to the best of their potential and excelling at everything they are doing. A culture that is accomodative of people’s needs and wants is the one where people are efficient and are willing to take risks and work up to their best of potential. Company culture is capable of driving the way strategies are created and implemented in the long run. A good company culture is capable of turning visions into reality.

Culture may eat strategy for breakfast, but Leadership makes sure there is food on the table.” – Samuel Dergo

So if company culture is so important, where exactly the whole leadership factor is fitting into the conversation. Well! I would say it fits in the very base of it. As I quoted above, culture is the level of tolerance a leader has. Every company needs a strong leadership, one that brings a positive culture to the company. Not only this a good leader creates a domino effect and creates an environment where the future leaders get nurtured and groomed. So if the leader changes, the culture of the company is bound to change. For example, when Tim Cook became CEO of Apple after Steve Jobs passed away, the culture changed. Whether it happened for good or bad is a different question altogether, but leadership does effect the company culture.

So what is it, Culture or Leadership? The truth is they are so interrelated and co-dependent that you can’t choose one over the other. Company cultures drive things like talent strategy whereas a strong leadership leads the organisation towards growth and progress. A positive culture brings the best in everyone whereas a strong leadership acts as a motivation for everyone to aim high and work towards it.

Organisations that focuses on building a strong company with engaged workforces, they look at both culture and leadership. In order to ensure that these two are well balanced and work in tandem with each other, companies usually prefer leaders from within, the one that are groomed and nurtured in the same culture and have the same set of values. Such leadership is always supportive of people as they have risen from within and are the best way to maintain a particular standard of culture all the same. But  there is a beautiful truth that whenever a leader changes, the culture is bound to alter. Old values will be replaced by new values and new culture will replace the old one. As they say, Change is the only constant thing in the world.

Ten Reasons That Can Cause The Failure Of Even The Best Lean Improvement Plans

According to the top lean manufacturing consultants in India, incompetent and incapable team members are a major cause of policy failures. In some cases the incompetence might run deep into the management itself, which can prove to be an even greater problem. According to the lean manufacturing consultants in Delhi NCR, learning is the core of lean and continuous improvement. That is why it is important for organizations to treat every problem as a potential learning opportunity that encourages self learning, team learning and even organizational learning. Rather than creating a work environment where people are constantly guided by experts, it is important to allow them to experiment on their own and learn from their failures.

Ten Reasons That Can Cause The Failure Of Even The Best Lean Improvement Plans

Three Ways To Improve Employee Engagement To Enhance Quality And Reduce Costs

According to firms offering people management consulting India services, this can have major negative consequences for an organization. As such it is advisable for large business organizations to plan special events where the employees can socialize and get to know each other. In order to help the organizations overcome these problems, the employee engagement consulting firms recommend the implementation of the below discussed three methods. These methods help the employers to engage their employees effectively for getting the desired results and business benefits. Providing the employees the freedom of speaking their mind without feeling fearful of rejection or rebuttal is one of the most effective ways to engage them.  The modern work environments have changes considerably and often leave the employees with little time for their family, friends or even themselves.

Three Ways To Improve Employee Engagement To Enhance Quality And Reduce Costs

Major Changes In Business Workplaces Resulting From Digitization Of Processes

Over the past several decades, business organizations across India have been undergoing major digital transformations. This has led to the traditional business models being increasingly replaced with new ones that are based on use of latest technologies and digitization of various business processes. In order to maximize the benefits of this digital transformation for their business, most companies choose to seek the help and guidance of strategy execution consultant firms. These firms offer expert advice about the changes that the client organizations are likely to experience as a result of digitization of processes and the best ways to manage this change. The most prominent of these changes are discussed in brief as follows.

Flexibility Of Working From Anywhere

One of the biggest changes that the digital transformation has brought about is to provide employees with the flexibility of working from almost anywhere. The employees no longer to remain confined to the local office for completing the tasks assigned to them. Rather they can choose to work room home or any other location which makes them feel comfortable and helps in enhancing their productivity.

Focus On Ensuring Excellence In Specific Skills

The increasing competition level within the global marketplace has made it essential for the employees to focus on developing a single skill. Rather than trying to improve the multiple skills that they might not be too good at, the employers need to pay attention to enhancing the stronger talents of their employees. The digitization process has in fact led to an increase in the demand for professionals specializing in a specific niche as compared to the ones having a basic knowledge of different processes.

An Open Approach About Knowledge Sharing

Unlike the earlier approach of keeping any and all knowledge private, the digitization of processes had popularized the concept of sharing knowledge. However, the business excellence consultants help the clients understand that knowledge sharing does not imply sharing of all corporate secrets. Rather it is more about sharing specialized expertise that can help the employees to become highly valuable assets by inculcating the habit of positive perception amongst them.

An Increased Sense Of Team Spirit

Successful individuals within an organization are increasingly giving way to effective teams. The new trend is based on the fact that the younger generation is less focused on individual success and more driven by the success of the entire team and the successful completion of a project. The modern day employees seem to feel more satisfied by contributing towards the collective success of their team rather than aspiring for their own progress and success.

Increased Productivity Through Motivated Work Environments

The digitization of business process has lead to the creation of a healthy work environment. In addition it has also simplified various tasks and eased the level of stress that employees had become accustomed to. This has in turn helped in improving the co-ordination between the various sections of employees working in different departments. As a result the employees are driven to offer maximum productivity through mutual cooperation and trust. This has in turn led to the creation of an inspired work environment where every employee is assured of getting equal and ample opportunities of growth and success.

Better And Fairer Assessment Of Employee Performance

The integration of digital technology into various business processes has made it easier for the employees to access the true performance and potential of every member of their workforce. This has helped in introducing a fair rewarding system which in turn has helped minimize the frustrations and disappointments in deserving employees. In addition, the digitization of processes has also helped in highlighting the key skills of employees and making it possible for the management to assign more suitable and satisfying tasks to them in accordance with their capabilities.