Energizing Employees for Performance and Productivity::By:Khokan Sarkar
 


Energizing Employees for Performance and Productivity

By:Khokan Sarkar  

It’s my pleasure to have a fantastic topic “ Energizing employees for performance and productivity” to write about. At present this is really one of  the most important  issues of any organization  for  obtaining best output and better productivity.

energizing employees is a key factor in determining an organization’s long-term profitability. Energizing employeesat work is paramount to achieving higher levels of performance and competitiveness for organizations. energizing employeescan play a huge role in staff engagement, productivity and absenteeism. It is really true that healthy staff will perform at higher levels and take fewer sick days. People with higher levels of psychological well-being & energies learn and solve problems more effectively, are more enthusiastic about change and relish new challenges.

Small and medium sized enterprises (SME’s) and multinationals are now beginning to identify the link between Energizing employeesand productivity, highlighting the importance to them of implementing an employee energizing programme in their organization. Almost half, 46 per cent, of multinational companies now have an Energizing employeesstrategy, with 97 per cent of these employers wanting to boost productivity and cut ’presenteeism’ , where the individual is at work but not productive. The best companies to work for outperform the competition because they understand the clear link between healthy energised staff and the bottom line. An Energized employees programme is not a nice-to-have, it is an essential component of any successful business, giving you a clear competitive advantage to attract & retain the best people. In the current economic climate, getting the most out of your staff is more important than ever. 

Best companies and organizations have used Energizing employees to:

·         Improve staff health, energy & performance

·         Improve working environment

·         Increase staff engagement

·         Attract & retain the best people

·         Reduce staff absence & related costs

  • Reduce reactive health costs such as EAP's (employee assistance    programmes ) & PMI (private medical insurance)

Looking to 2020, it is even more apparent that the task of banking the unbanked will be truly daunting.  Nearly 600 million new customers’ accounts will have to be opened and serviced through a variety of channels leveraging on IT. The need for informality in credit delivery and easy access is demonstrated by the fact that Self Help Groups and Multi Financial Institutions constitute the fastest growing segment in recent years in reaching out to small borrowers and are able to effectively address the small ticket and last mile issues. In the four years between 2003 and 2007, small borrower bank accounts (credit) i.e. up to Rs 25000 increased marginally from 36.9 million to 38.6 million, while SHGs’ borrowing members grew from 10 million to 40.5 million and MFIs’ borrowers grew from 1.1 million to 8 million. In 2007-08, MFIs have added 6 million clients increasing their outreach to 14 million.

 

Recognizing the several advantages of using bank accounts for disbursal of cash benefits of different government funded schemes, many State Governments have decided to disburse NREGA and other social security benefit payments electronically through no frills bank accounts and in some States with such accounts operated through smart cards with bio–metric identification. Sharing of costs between Government and banks will also be an incentive to banks. Such accounts that have been opened to receive government benefits/payments can become the base for a host of other financial services and facilitate the objective of financial inclusion.

To sum up the challenges are going to be banks using multiple channels for delivery of variety of financial services, developing synergies with MFIs and SHGs by introducing seamless IT based models linked to such intermediaries, availability of skilled manpower to facilitate the adoption of IT on such large scale, use of IT for credit information and efficient credit delivery and risk management in a much bigger way, moving away from the use of cash and emergence of enough leaders in the banking system especially in the public sector banks/RRBs and cooperative banks to recognize the opportunities and take advantage of their specific strengths including location. The banking system has grown enormously in the last five years and has improved its strength, efficiency and resilience. According to the Banking Sector levels, Clerical or Front table Staffs are the key or backbone of the organization so it is very necessary to energize them beside all others. Unfortunately, your most valued employees are the also the ones most likely to suffer this sense of job discontent. They are technology savvy, creative, self-propelled, and energetic. They need stimulating work, opportunities for personal challenge and growth, and a contributing stake in the organizational action. If good workers find the job with your company no longer provides these necessities, they may decide they have outgrown the place and will consider leaving. Some employees, perhaps not the obvious stars, but people with solid potential, suffer discontent yet stay on the job. Instead of leaving for the next challenge, they find ways to disengage. Their departure is psychological rather than physical. It shows up in counterproductive activities like absenteeism and mediocre performance. These individuals simply withhold their energy and effort, figuring, "What's the point anyway?"

The difference between good and great performance, in sports and business, is the result of great coaching. In business the objective is do it right first time and every time, because mistake is costly. It is also important to identify key employees of the organization and treat them especially under Energizing Employees Programme. There is strong evidence that strengths-focused human resources significantly improve the performance, confidence and overall wellbeing of individuals. Expect their best performance. People tend to live up or down to a leader’s expectations. Expect little and you will receive little. Expect good performance and results and you are more likely to get them. When you help people develop the attitudes necessary for peak performance and success, they will develop the confidence to reach for higher and more meaningful goals and will be more valuable to you and your organization. They will discover solutions for themselves and not depend on extraneous factors. How many times have you been disappointed by someone you thought you communicated with, only to find out they were on a different page than you? In the movie, “Cool Hand Luke”, the warden kept saying about Luke, “What we have here is a failure to communicate.”The warden assumed it was Luke’s fault and didn’t take any responsibility himself. This happens tens of thousands of times every day in business and personal relationships. We can reduce miscommunications, missed expectations, frustration, confusion, disappointment, anger, and many other emotions by keeping the following things in mind when we are attempting to communicate.

Here are some ideas for helping your employees enrich their work:

  • Form teams. Self-directed work groups can make a lot of their own decisions. They can redistribute work, so that team members learn more, have more variety, and follow more projects through to completion.
  • Touch the customer. For example, a computer systems troubleshooter might be more effective knowing the needs of real people and units rather than responding only to problems as they occur. Assign one troubleshooter to one department and make her accountable for the computer system. Give her a client. Clients can be inside or outside the organization. It's amazing how many employees never see them.
  • Rotate assignments. New responsibilities can help an employee feel challenged and valued. Employees can acquire important new skills that add depth to the workforce. Do rotational assignments sound like chaos? Suggest the idea and let your employees propose the "who" and "how" part; you'll be surprised at their expertise in making it happen smoothly.
  • Build in feedback. Do more than annual reviews. Find ways to develop peer review and client review opportunities. Employees want to know about their performance, and continual feedback allows them to be their own quality-control agents.
  • Broaden participation. Employees are empowered and motivated when they take part in decisions that have an impact on their work, such as budget and hiring decisions, or ways to organize work and schedules. Involvement allows employees to see the big picture and enables them to make a contribution they find meaningful.
  • Nurture creativity. Untapped creativity dwindles. If employees rarely think for themselves, they lose the ability to contribute their best ideas. They simply go through the paces, under-motivated and disengaged. You can help by asking for and rewarding creative ideas, by giving employees the freedom and resources to create, and by challenging employees with new assignments, tasks, and learning.

Getting staff perspectives not only generates ideas for improvements that can be made but it can also begin to engage staff in the work you are doing.

Energizing employees programmes work in the best companies:

1)Corporate  vision inspires and energizes all employees.

2)Cultivate the Culture of Speed: Speed keeps businesses – and people – young. Speed exhilarates and energizes. It's addictive, and it's a taste you need to cultivate.

3) Impact Seminars: Thought provoking interactive and challenging

4)Communication: a positive mind state is vital for optimal performance throughout the working year

5)One to one coaching: Effective sessions supporting your employees through difficult periods

6)Training: 1-2 day programmes designed to revive, inspire and motivate employees. Training provides employees with a wide range of tools and knowledge, allowing them to develop clear strategies to manage themselves and their environment more effectively. This change, from improved work life balance and team dynamics, to reducing stress and improving health will make the positive difference within the culture of an organisation, as we believe your people are your biggest asset.Programmes may combine theory with a strong emphasis on practice and use a variety of interactive learning methods including story-telling, games, role plays, video, and structured feedback to build participants' competence and confidence.

7)Team Development: By building collaborative teams that understand and optimise members' strengths, skills and abilities, the organisation develops interconnected networks of strong, energised and empowered teams. This boosts workforce engagement and productivity, providing powerful competitive advantage.In order to be effective, teams need to understand and optimise the strengths of all team members as well as putting in place productive team habits or rituals to transform strengths into effective teamwork and measurable business results. They also need to learn to manage performance risks that could undermine team effectiveness, including weaker areas, overdone strengths and other factors blocking positive energy and results. Results of team:

Improved team communication, problem-solving and focus on results

Heightened appreciation of individual differences

Enhanced accountability for delivering team goals

Improved ability to identify and reduce performance risks

Cohesive, energetic team environment

Improved confidence and resilience to work through challenging times

Improved team productivity and results

Energizing Employees can also be done in following manners:

  • Reviewing and upgrading performance appraisal systems to incorporate strengths-focused concepts, processes and practices
  • Training for managers and team leaders on how to run energizing performance appraisals
  • Retention strategies for key managerial and professional talent
  • Strengths to Success career development programmes for all employees
  • Self-serve strengths development programmes
  • Career transition workshops to build confidence, skills and resilience for career change
  • Energised employees who are performing in line with their strengths and potential

So at last not least it can be said that “Energizing employees” is the most important issue for many company or organisation to get the best output and productivity from its employees. It has become a well established fact that motivated employees give more output to the organisation. Now it is time for the organisation to use this concept for its betterment and growth. 

ABOUT THE AUTHOR:Khokan Sarkar has Studied in the JNV, Ramchandra Ghat,  Khowai. He has obtained his diploma from PTI , Agartala  in Civil Engineering   . He writes in several   news papers and magazines. He has worked at Secretariat under Government of Tripura for more than 12 years. At present he works at SBI as a Bank Assistant.  He stays with his family at Agartala. You can write to Khokan Sarkar at  khokan.sarkar@sbi.co.in

 

 

 

No comment yet.
Be the first to comment here.


Copyright © tripuramirror.com. All Rights Reserved.

Powered by:

Home Writers of Tripura North Tripura.Unakoti News
About Us Article in Bengali Dhalai Tripura.Khowai News
National Poem in Bengali West Tripura. Sepahijali News
  Sports South Ttripura. Gomati News
Gallery Business
Advertisement Article
Privacy Policy Features
Contact Us Complaints Redressal