How to Manage Your Talent in A Better Way for A Superior Workforce?
What is A Superior Workforce?
A superior workforce altogether is better than a mediocre workforce.
The superior workforce comprises of employees who are more creative, perceptive and intuitive, hardworking, smarter and faster and are independent and aware of the competition.
A workforce comprising of employees with such attributes helps build a peaceful and harmonious workplace highlighting reliability, accountability and contribution.
In order to achieve a superior, high performing workforce that consistently focuses on improvements then the members of that team need to be managed within a structure concentrating on performance management and development.
8 Tips on How to Develop a High Performing Superior Workforce?
With the regular implementation of the following components, a high performing superior workforce can be achieved.
1- Hiring Process
To ensure that the best possible staff is hired for a superior workforce:
a) Define the desired outcomes from the employees.
b) While creating job descriptions, clearly mention performance responsibilities.
c) Cultivate the largest pool of potentially qualified candidates. Take the search a notch up and search through professional social networks like LinkedIn, online job boards, search firms, newspaper classifieds, personal contacts and employee referrals. Use as many as possible creative sources when necessary.
d) The candidate selection process must be carefully devised comprising of culture match testing, behavioral interview, customer interview and an overview of work areas.
e) Carry out appropriate background checks such as employment history, employment referral, qualifications, credit history, criminal record, drug tests and others.
f) Draft the employment offer in a way that portrays you as an employer of choice.
2- Defining Organization Goals
To align the interests of the high performing workforce accordingly with the organization's aims and objectives and desired outcomes:
a) Provide the necessary direction and management.
b) Place effective supervisors who provide clear directions and expectations, frequent feedback and successfully demonstrates the obligation to staff.
c) Frequently and in memorable ways communicate the organization’s goals, directions, vision and values.
d) The work environment must be motivating so that employees happily come to work every day. Also, the workplace environment must be empowering, commitment-oriented and demanding while frequently acknowledging company goals while supporting the superior workforce.
3- Review of Employee Progress
To review the employee progress, follow these tips:
a) Organize quarterly performance development planning meetings to construct aligned goals, measurements and directions.
b) Performance and productivity aims and objectives and measurements supporting organizations’ aims and objectives are to be developed.
c) It should be agreed upon personal development goals with each employee individually in writing. Which can either be attending a class, cross-training or a new job task!
d) It’s important for accomplishment that the progress over performance development goals is followed. Entire workforce development is ensured by human resource central tracking.
4- Employee Career Development / Personal Development
Superior and high performing workforce requires education, development and training. Let your employees’ career development should be carried out under these guidelines:
a) A positive employee orientation gives employee retention and education. Employee orientation is all about giving new employees a clear understanding of business flow, nature of work, employee benefits and his / her role within the organization.
b) Assure employees to provide and track the success of developmental activities committed in a personal development planning meeting.
c) Regularly provide ongoing technical, lean manufacturing, managerial and workplace organizational training and developmental training. According to an expert recommendation, an individual person needs more than 40 hours of training annually.
d) By introducing a concept of continuous learning as an organizational goal, build an organizational learning culture via activities like ‘lunch and learn’ and book clubs
e) Jobs must be designed enabling an individual to complete the whole task rather than doing bits and pieces of the whole task.
f) For most hands-on jobs, device a procedure based, cross-training matrix for vacancies that require employees’ skills testing and periodically scheduled on the job training and demonstration of abilities.
g) Give regular management and leadership mentoring and training from external and internal sources.
5- Feedback
Regular feedback to employees helps them recognize where they stand. Follow these tricks to ensure constructive feedback:
a) Active and current supervisory feedback via posted measurement system, verbal or written notes or meetings helps the team members in assessing themselves on a daily basis.
b) Create a disciplinary system to help the workforce members to work and improve their weak areas. The system provides written progressive measurements and timelines and is regularly viewed by staff members.
6- Employee Retention
Creating a superior workforce is one of the ways to establishing a sustainable competitive gain and for that purpose retaining high performing employees is critical. To retain employees:
a) Encourage and reward team effort
b) Recognize and reward employees equally.
c) Cultivate a mentoring and training award program to increase employee retention.
d) Consistent acknowledgment and feedback to employees’ contributions motivate employees to perform more aptly.
e) Build a peer to peer recognition award program to cultivate a culture of recognition where co-workers recognize and thank each other.
7- Employee Recognition
Build a recognition system to reward and recognize team members who perform and contribute by following these steps:
a) Provide consistently improving benefits to employees
b) Bonus system to reward and appreciate contributions and achievements.
c) Build a culture appreciating and recognizing each other and to say thank you.
d) Make sure to keep the salaries equal and variable pays equal by means of bonuses and incentives. Try to pay more than the market.
8- Employee Termination
If an employee is not performing up to the standards then end employee relationship
Employment termination is swift in the case if you have provided state of the art orientation, training, coaching and mentoring, feedback and support along with clear expectations and still, the new employee fails to perform.
