The responsibility of defining an organization’s productivity falls on the human resource manager. Balancing the expectations versus an employee’s abilities is a serious undertaking on the part of any organization. Designing a process to schedule regular maintenance of an employee is a challenge for any human resource manager, and defining an employee by evaluating then implementing the business strategies formulated by the company. The human resource manager has to expand and execute various tactics where the employees are challenged to maintain the company’s competitive edge.

Step 1: Evaluate employees to get a better understanding of their skills and potential.

Performance evaluation can be done in a number of ways. A convenient method would be employee self evaluation. This provides an employee the opportunity to point out their assets as well as areas that they believe could benefit the company. A more holistic evaluation could be achieved by peer evaluation. Asking employees to grade each other will give you multiple perspectives and may even serve to alert you of harmful office politics.

Step 2: Give employees the opportunity for self improvement.

After you have evaluated your employees, it is not always wise to “get rid” of employees who can no longer meet the standards the company requires. Give them a chance to grow and learn by providing opportunities to attend self improvement courses relevant to their job scope. When an employee is not performing, it does not always mean that he is useless. The right nurturing could bring out his/her potential, and turn them into a highly valued employee. You never know when you may be firing a potential “Donald Trump”.

Step 3: Allocate the right tasks to the right person for the best results

When a HR manager allocates tasks to his employees, it is usually easy to fit the right person to the right job. For example, a IT specialist would be adequately equipped to handle website design, while a financial expert would handle financial evaluations with ease. The important thing here, is to create realistic expectations and goals. Make sure that you create realistic goals that challenge the employee but are still achievable.

Step 4: Setting realistic and achievable goals

One should always remember that, for results to match expectations, it is not only the employee’s responsibility to work hard, but also the employer’s responsibility to give the employee a practical goal to aim for. The first thing to do is to look at what your company requires of its employees. Take note of your company’s goal and vision that must be achieved is. This is the ultimate goal, but you also have too look at your employees’ capabilities and potential. Some expectations are just unreasonable for an employee to meet, this will merely cause a drop in moral and productivity. It is best to set goals that are achievable rather than unrealistic goals that will never be achieved. Never threaten employees to get a job done, motivate instead of instill fear. Inspire them to achieve more than they think they are capable of instead of threatening to fire them if they fail to do so. Reward good performance and encourage them to do better, happy people always work better.

Step 5: Listen to feedback and keep an open channel for communication.

Establish direct communication with employees to gather feedback about how they are coping with their tasks. Let your employees know that there are no negative consequences for them when they voice their grievances to you. Use this feedback to gauge the stress level that the employee can handle. Adjust your future goals for them, to optimize their performance. Have regular meetings with your employees to set goals together with them so that they can tell you immediately if they feel they cannot meet your expectations.

With these 5 steps, a HR manager can better manage expectations and results fairly and objectively. In the end, the ultimate goal is for the company and its employees to grow healthily.

 
 
 

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