HOW TO EFFECTIVELY MANAGE PERFORMER AND NON-PERFORMERS WORKING REMOTELY
Each employee has the chance of being a top perfumer; however, the average and underperforming workers are still valuable. According to President’s Resource Organization founder, Ray Silverstein, 60% of average employees make up a typical workforce, whereas 40% is made up both low and top performers.
In addition to making bad hires, poor management of remote workers makes most companies unable to attain their full potential. As an employer, you’re managing and leading. It goes without saying “the success of an organization is highly dependent on how employees perform.” Eagle’s Flight.
How to Manage Performer and Improve Non-Performers in Your Organization
·Set clear objectives and make sure you communicate them well. Manage the expectations of your employees through frequent communications. Your employees should understand the goals and objectives of your company as well as the governing virtues.
Train your employees and offer them tools which will help them excel. Support the managers that are working with the underperforming teams, check on the root cause and focus on solving the challenge completely.
Keep all of your employees posted on the same page. You can create and disseminate the employee’s handbook. Help the incoming employees and underperforming individuals to learn and understand the policies of the company.
Educate your workers on the importance of following employees’ discipline policy. This step needs consistency. You should also treat all your employees fairly. Disciplinary policy is critical; it ensures that everyone hold is accountable for their deeds.
Help the employees help you, in other simpler words, prioritize on the development of your employees. This is possible by ensuring that all your workers are well conversant with the tools and strategies used to achieve the goals and objectives of the business. You can plan employees’ goals accordingly with your remote working team. Consult your remote working team on how you can fix any skills gaps that would enhance impediment achievement of long-term objectives of the firm. Improvement of employee skills with benefits both the employee and employer, this happens to develop, maintain and improve work satisfaction levels.
Offer frequent and timely responses. Anytime your remote employee does something good that is worth your recognitions, give him/her your attention. If possible, provide a reward for the excellent employee’s service which exceeded your expectations. Negative feedback is important, only if it’s not the only feedback. It helps your employees understand your work expectations.
Give your remote workers the right tools and strategies that they can use to excel. Invest in better tools and process which boost productivity as well and employee satisfaction, Dion Hinchcliffe, digital thought leader.
Empower your employees to do their work well. Employees empowerment is very crucial, it removes the minor roadblocks along the line of duty. Employee empowerment involves the authority to make and discuss the critical decision of the business, mainly those associated with their job success and the abilities required to make sure that the delegated work is appropriately done. # Jeff Bezos Employees goals and objectives should have some inputs that uphold ownership of purpose. Please provide them with the right resources that they need and make them responsible without micromanaging. Always encourage your employees to find a proper solution to problems.