7 Strategies to Improve Employee Performance [That Actually Work]

Isn't it true that conquering the workplace is a prerequisite before conquering the marketplace? And a significant factor in this equation is the people—your employees, teammates, or colleagues. Their daily performance not only determines monthly task completion but also influences the annual turnover that shapes the entire ecosystem.

So what’s the textbook definition of employee performance?

Employee performance refers to the level of productivity demonstrated by employees, from the multitude of tasks they complete to the outstanding quality they deliver, along with their punctuality and unwavering presence in the workplace.

To achieve the highest level of employee performance, providing growth opportunities, feedback, recognition, and prioritizing employee well-being are key factors to focus on.

Moving on, we will explore relevant strategies to level up your current employee performance in greater detail later in this blog.

Before that, we will delve into the specific challenges you may encounter on this journey and provide valuable insights on overcoming them effectively.

The Challenges

Organizational Alignment & Resource Constraints

Ever encountered those stubborn naysayers who resist every new change initiative? Their resistance can hinder organizational goal alignment and impact overall performance. If you're currently facing this issue, we have an incredible blog resource that offers effective strategies to overcome resistance to change.

When it comes to delivering effective training and development programs, limited financial resources and budgetary constraints can dim the prospects of employee learning opportunities. For example, it may mean cutting back on external training courses, reducing the frequency of workshops, or limiting access to specialized resources or tools.

The solution, however, lies in finding innovative solutions. Such as,

• leveraging internal expertise,
• utilizing online learning platforms,
• implementing cost-effective training methods

Skills Development & Performance Management

Employee skills are the cornerstone of exceptional performance. However, navigating the realm of skill gaps can feel like a daunting challenge. And just when you thought measuring and tracking performance was enough, there's the additional task of managing underperforming employees and addressing performance issues.

It's a high-stakes game of assessment, improvement, and overcoming obstacles to ensure your workforce reaches its full potential! We get it!

But the solution lies in:

• conducting comprehensive skill assessments
• analyzing performance data
• incorporating regular check-ins, and constructive feedback

Employee Engagement & Learning Culture

In a thriving work culture that values continuous learning, the secret ingredient is undoubtedly employee engagement. It encompasses the vital elements of open communication, unwavering motivation, leveraging cutting-edge technology, and embracing a culture of learning from mistakes.

Yet, here's the stark reality: nurturing genuine engagement is no easy feat. It's an enduring challenge that persists far longer than we anticipate. Surprisingly, research shows that a mere 36% of employees are truly engaged in their workplace!

Fortunately, the solution is within reach –

• creating a sense of belonging
• leveraging innovative tools & platforms
• offering easily accessible training resources

After evaluating these challenges, let's see how you can actually measure employee performance –

Employee performance Indicators

Employee performance indicators, also known as performance metrics or key performance indicators (KPIs), are measurable factors used to assess and gauge an employee's performance and contribution within an organization.

Here are some common employee performance indicators:

• Productivity: Measures the quantity and quality of work output generated by an employee within a given timeframe.
• Quality of Work: Assesses the accuracy, precision, and attention to detail in an employee's work, ensuring that it meets or exceeds established standards.
• Timeliness: Measures the ability of an employee to meet deadlines and complete tasks within specified timeframes.
• Goal Attainment: Evaluates the extent to which an employee achieves individual and team goals, aligning their efforts with organizational objectives.
• Customer Satisfaction: Assesses the satisfaction or feedback received from customers or clients regarding an employee's performance in delivering products or services.
• Attendance and Punctuality: Tracks an employee's attendance record, including punctuality and adherence to scheduled working hours.
• Initiative and Innovation: Employees can take the initiative, suggest improvements, and contribute innovative ideas to enhance processes or solve problems.
• Teamwork and Collaboration: Evaluate an employee's ability to work effectively with others, contribute to a positive team dynamic, and collaborate towards shared goals.
• Learning and Development: Tracks an employee's engagement in continuous learning, participation in training programs, and acquiring new skills and knowledge.
• Adaptability and Flexibility: Assesses an employee's ability to adapt to changing work environments, handle new challenges, and embrace flexibility in their roles.

A quote by Aaron Haefele from MTM, Inc, Navigate ‘22, emphasizes the critical role of Key Performance Indicators (KPIs) in driving organizational success.

"KPIs are the compass for every organization, department, and role. They provide the clarity needed to define goals and measure progress. But KPIs go beyond just numbers; they connect to launch plans, fueling initiatives, campaigns, and programs. It's all about creating hype, tying it back to mission and values, and emphasizing the importance of learning. By making KPIs integral to your strategy, you build the will and drive individuals to pursue knowledge actively."

7 Strategies to Improve Employee Performance

1. Care about their Career Path

Caring about your employees' career paths goes beyond just the organization's needs; it demonstrates a commitment to their personal growth and success.

But how do you practice caring about their growth?

• Have regular career chats: Open up conversations about their goals and ambitions. Listen and learn.
• Create individual development plans: Work together to outline the skills and experiences they need to succeed.
• Offer training opportunities: Give them access to workshops and learning programs that align with their career paths.

2. Focus on Employee Experience & Engagement

By focusing on employee experience and engagement, you create a work environment that nurtures motivation, productivity, and loyalty. When employees feel valued, supported, and engaged, they become your organization's greatest asset, driving overall performance and success.

How can you focus on it?

Encourage work-life balance by promoting flexible schedules, telecommuting options, or wellness initiatives. Show understanding and support for employees' personal lives, as it contributes to their overall well-being and satisfaction in the workplace.

3. Set their expectations right

Setting expectations right provides employees with a clear roadmap for success. They understand what is expected of them, how their work contributes to the organization, and have the necessary support to meet those expectations.

How to set your employees’ expectations right?

• Involve employees in the goal-setting process. Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals, aligning individual objectives with team and organizational goals. This creates a sense of ownership and encourages commitment.
• Help employees understand the "why" behind their tasks and responsibilities. Explain how their work contributes to the overall success of the team or organization. Providing context helps employees see the value and importance of their contributions.

4. Establish Regular Feedback and Communication Channels

Implement systems that facilitate regular feedback and open communication between managers and employees. This includes scheduled performance discussions, check-ins, and ongoing feedback loops throughout the year.

Why does regular feedback matter:

Because it helps in employees' progress, identifies areas of improvement, and provides guidance on development opportunities. It enables training managers to offer real-time support and adjust training plans, ensuring employees receive the necessary resources to enhance their performance.

5. Motivating employees is no rocket science

Motivation sparks creativity and innovation. When employees are motivated, they feel empowered to think outside the box, suggest new ideas, and take risks.

But how can Managers motivate employees:

• Recognize their hard work publicly, offer praise, and acknowledge their contributions. A simple "thank you" can go a long way in boosting motivation.
• Providing autonomy shows that you believe in their abilities and fosters a sense of empowerment, driving intrinsic motivation.
• Celebrate achievements and milestones along the way. Recognize employees ' accomplishments, whether reaching a target, completing a project, or personal milestones.

A very interesting graph designed by Mckinsey & Co. above illustrates the motivating and demotivating factors employers should consider when evaluating employee performance.

6. Give space to learn & unlearn

Unlearning allows employees to adopt a growth mindset, where they see challenges as opportunities for growth and learning. It liberates them from fixed notions and encourages continuous improvement and adaptation.

But, what does it mean to give space?

• Take time to reflect on your own assumptions and beliefs. Question why you hold certain beliefs and examine whether they are still valid or if they may be limiting your growth.
• View failures as valuable learning experiences. Instead of dwelling on mistakes, analyze them to understand what went wrong and how to improve.

7. Foster Effective Leadership and Management

Leaders can paint a captivating vision that inspires and energizes their teams. A vision that provides a clear sense of purpose, outlining the organization's goals and direction.

Here are five actionable ways you can do this:

• Lead by example, demonstrating desired behaviors and values.
• Encourage collaboration and empower employees to contribute their ideas.
• Provide guidance, support, and continuous feedback for growth.
• Recognize and celebrate achievements to boost morale and create a positive work environment.
• Invest in your team - time, tools, and resources.

Do Performance reviews work?

The statistics indicate that 90% of performance reviews are painful and ineffective. This is often due to their heavy focus on negative feedback and the outdated "once-a-year" approach.

However, there are several actions you can take to improve the effectiveness of performance reviews:

• Two-Way Communication: Encourage an open dialogue between managers and employees during performance reviews, allowing for feedback and discussion from both sides. This fosters a collaborative environment and promotes understanding.
  
• Objective and Fair Evaluation: Ensure performance evaluations are based on clear, objective criteria communicated to employees in advance. This helps eliminate bias and ensures a fair assessment.
  
• Development and Growth Opportunities: Use performance reviews to discuss employees' career aspirations, provide constructive feedback, and identify development areas. Offer resources and support to help employees grow and advance in their roles.
  
• Recognition and Rewards: Recognize and reward employees for their achievements and contributions. Acknowledging their hard work and providing incentives can boost morale and motivation.
  
• Avoiding the "Once-a-Year" Approach: Instead of conducting performance reviews only once a year, consider implementing regular check-ins and feedback sessions throughout the year. This allows for timely discussions and adjustments, preventing issues from festering.
  
• Overemphasis on Ratings and Rankings: Focus on the overall development and improvement of employees rather than solely relying on ratings or rankings. Emphasize growth and progress rather than creating a competitive environment.
  
• Lack of Follow-Up and Accountability: Establish a system for follow-up after performance reviews to ensure that identified goals and action plans are being implemented. Hold both managers and employees accountable for their commitments.
  
• Manager Training and Competence: Provide training and support for managers to improve their skills in conducting effective performance reviews. Equip them with the necessary tools and knowledge to provide meaningful feedback and guidance.

How Does a Digital Adoption Platform Boost Employee Performance?

Picture this scenario: a dedicated employee eagerly opens up a new enterprise application, ready to dive into its promising features and capabilities. However, as they navigate through its intricate interface, they quickly realize that the complexity of the software is causing irritation to seep in.

And let's face it, it impacts employee performance and productivity.

But when you have a digital adoption platform — it transforms this scenario by terminating the software frustration. By providing step-by-step guides of processes and on-the-go knowledge base articles within the application, employees can effortlessly navigate and master new or old software while they work.

Still skeptical? Let's see a success story that will leave you inspired.

In the realm of insurance, Bajaj Allianz stands as an industry titan. With a nationwide network of branches and a relentless commitment to customer support, they continuously seek ways to boost operational efficiency.

But they faced a common challenge like many organizations — ensuring seamless adoption of cloud-based CRM applications across their workforce.

Traditional training methods proved inadequate, leaving employees frustrated and impeding productivity. That's when Gyde, an AI-powered digital adoption platform, emerged as the game-changer Bajaj Allianz needed.

With Gyde's intuitive step-by-step walkthroughs and informative help articles at their fingertips, employees effortlessly navigated the complexities of the CRM application. Training time? Slashed by a staggering 63%, granting valuable hours to focus on core responsibilities and customer satisfaction.

The results were nothing short of extraordinary. Bajaj Allianz witnessed an impressive 57% surge in employee performance and productivity—a testament to Gyde's seamless integration.

Final Take

Employee performance goes beyond mere output; it encompasses personal growth, continuous learning, and the development of new skills. It encourages employees to expand their horizons, take on new challenges, and pursue professional development opportunities.

Simply put, make sure they're contented.

Armed with an array of strategies and tips to tackle the challenges of enhancing employee performance, you are now fully equipped to navigate this transformative journey.

By implementing these approaches, you can unlock a world of possibilities, fuel organizational growth, and cultivate a workplace that cherishes and recognizes the unique contributions of each individual.

FAQs

• What are the skills of employee performance?

The key employee performance skills include technical expertise, effective communication, problem-solving abilities, adaptability, time management, emotional intelligence, leadership skills, commitment to continuous learning, collaboration, and teamwork. These skills contribute to an individual's effectiveness, productivity, and overall success in the workplace.

• What is the employee performance evaluation process?

The employee performance evaluation process is a systematic approach organizations use to assess and measure employees' job performance against predetermined goals and criteria. It typically involves setting performance objectives, collecting feedback and performance data, conducting performance reviews, and providing constructive feedback and recognition.

• What do you write in an employee performance review example?

In an employee performance review, providing a balanced and constructive assessment of an employee's performance is important. Here's an example of what you could write:

"During the review period, [employee's name] consistently demonstrated strong technical skills, effectively utilizing [specific software/tools] to achieve [specific outcomes/goals]. Their communication skills stood out, as they consistently delivered clear and concise messages, fostering strong collaboration within the team. However, time management has room for improvement, as some deadlines were missed. Encouraging [employee's name] to focus on prioritization and setting realistic timelines will further enhance their overall performance and productivity."

Remember to provide specific examples, highlight strengths, address areas for improvement, and offer actionable suggestions for growth and development.