What are the best ways to support employees' performance?

Below can be useful for employee's performance support. 1. Feedback 2. Feedforward 3. Performance Reviews 4. Huddles 5. Reward & Recognition

One thing I have found helpful is creating a positive and conducive environment for employees to perform, where expectations are clearly laid out, timely feedback is provided and where employees are actually supported to achieve their goals.

First and foremost, remember that employees are actually people who want to be heard, supported, and appreciated. Do not micromanage, thinking that you, as a manager, know better. Intentionally listen. Front-line employees know what works and what doesn't because they are in the trenches daily. Allow them the creativity to devise solutions to identified opportunities for improvement!

Actually, in my opinion monetary recognition has more effective way to retain employees. Reward should be fair and based on performance.

Recognize and celebrate their achievements. Respect them and show them that you value them.Do not discriminate or choose to only work with "favourites ' while badmouthing other employees with the so called *favourites". Consistent delayed feedback and too much red tape can be frustrating and demotivating to an employee. Timely response and genuine support to employees contributes strongly to employee motivation and performance. Arrogance and developing a dismissive attitude towards employees should be avoided at all costs. Be human and sincere when dealing with employees. This will earn you their respect and trust. Do.

Staff are human and are motivated by recognition. If excellence is to be achieved, all levels of staff need to understand it and have goals over and above their duties to achieve them. This will make them motivated and proud of themselves as well as the Company they work for.

Providing employees with training and development opportunities is another effective way to support their performance. Organizations should invest in ongoing training programs that help employees acquire new skills, enhance existing ones, and stay updated with industry trends. This not only improves their performance in their current roles but also prepares them for future challenges and career advancement. Training programs can be conducted internally or externally through workshops, seminars, online courses, or mentoring programs. By investing in employee development, organizations demonstrate their commitment to supporting their employees’ growth and success.

Training and development programs help employees learn and acquire new skills and gain the professional knowledge required to progress their careers. Training and development involve improving the effectiveness of organizations and the individuals and teams within them.

Organizations may need to offer career transition support and facilities to employees in the future. As the job market evolves, helping staff with reskilling, job placement services, and guidance can foster loyalty and adaptability.

I believe autonomy can equal empowerment. Give your team members the support and scaffolding to be autonomous and you’ll get the best out of them. Offer more support to those who need it but essentially autonomous demonstrates trust from management and trust creates loyalty.

Granting autonomy and empowerment to employees can enhance their performance by fostering creativity, decision-making, and accountability. When individuals have the freedom to make choices and take ownership of their work, they are more likely to excel, contribute to the organization's success, and feel motivated and valued in their roles.

When you hire great people: trust them, support them, coach them and allow them the time and space needed to do what they do best. Ensure that middle management are focused on providing colleagues at the proverbial coalface with what they need to provide amazing service, rather than greater levels of bureaucracy that ultimately inhibit it.

Arrange periodic performance reviews. You should meet regularly with both your external and internal customers to review their competitive posture in their industry, their satisfaction with your company, and any other concern that may affect business. Keep lines of communication open. As in any relationship, assure your customers that you are open to all calls about everything and anything ideas, grievances, advice, praise, questions etc. This is one way to maintain that all important rapport.

Meet in person early if possible, as it's easier to build trust and connection face-to-face. Shared experiences in person help humanize each other. If meeting in person is not feasible, find ways to personalize online interactions. Break the ice, share casual details, look for common ground to build rapport. Consistency and follow-through are important for trust over time. Do what you say you'll do. Be responsive and respect each other's time. Small gestures go a long way. Remember personal or professional details the other shares and reference them appropriately later. The goal is to make the human connection a priority, whether in person or virtually.

Over the years, I have learned that we often place all the responsibility on the employees and expect them to excel in every task. This "Stick & Carrot" method, is followed by many, but it no longer proves effective. We should prioritize the well-being of our employees & be mindful of burnout. It is crucial to establish clear expectations and provide regular, constructive feedback. We should consider their needs by offering opportunities for skill and career development. Promoting a healthy work-life balance is essential to prevent burnout. I want to point out that maintaining open communication and promptly addressing concerns is very important. Lastly, we must lead by example and exhibit the behaviors and values we expect from our team.

Well-being agenda tends to work when initiatives have a budget line to them and those in decision take the lead role in participation beyond scripted statements in all staff meetings and strategic documents.

There is now clear evidence which links employee wellbeing to productivity. When we are stressed, or anxious about our work, or actually just not looking after ourselves and in particular our most valued organ, our brains, there are always very negative impacts on our physical and mental wellbeing. Too many people confuse being busy with being productive. Anxiety can manifest itself in poor sleep patterns, an inability to be creative or make sound decisions. Our bodies can be flooded with the stress hormone cortisol and then our brains basically go on strike, and we are not able to function well. This results in presenteeism. I do feel we need more radical long term strategies to change mindsets about how we change our habits at work.

Adopt the right values and make them simple and relatable. You can’t adopt all values, but you can adopt values that support high performance. For instance, you can’t achieve high performance without adopting and entrenching values such as excellence. This means excellence in practice, in daily work activities, not during quarterly staff meetings. If your people don’t understand what excellence looks like, how can deliver it? Make values such as excellence simple and relatable.

The most important element of employee performance is a having clear definition of “performance” itself. That means having crisp objectives that both employee and manager are aligned on, and which support the broader team and company goals. Employees and managers won’t know how well the employee is doing if there are not clearly defined outcomes to aim toward. This paves the way for everything else: feedback, coaching, formal education, and on-the-job training. Without clear objectives, feedback will also be unclear. Employees won’t know what training will best serve them. All employees should have SMART (specific, measurable, achievable, relevant, and time-bound) short- and long-term objectives.

Performance Management is a ongoing process and it always starts with: 1. Knowing your employees and their weakness 2. Train them time to time 3. Provide them valuable feedback 4. Review the progress and start all over again. Patience and forward thinking is what one would need to be successful in People Performance Management