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Managing Employees: The Necessity of a Proactive HR Department

May 25, 2018

Employee management is more of an art, as well as science, since all employees are vital cogs in the smooth functioning of the modern corporate machine.  This is why an unmotivated employee is an employee who is only going through the motions without an iota of drive or initiative. Such employees are the bane of any company and if this is how the vast majority of its workforce functions, the company is in serious trouble.

 

This is where a proactive HR department comes into the picture. With the help of senior management and other departments, HR can easily turn the situation around by coming up with various incentives and policies designed to motivate an otherwise lack luster workforce.

 

Rewards for high achievers

 

The HRD has to execute a comprehensive performance appraisal program and thereafter review the performance of all the employees of the company and award rewards and penalties accordingly.

There are diverse ways and means through which the company cannot only reward its high achievers, but also simultaneously motivate the underachievers as well.

 

Promotions

 

It is imperative that all promotions of the staff members of a company are intimately linked to the performance appraisal of that particular employee. This will mean that all the high achievers could rest content that they will be duly rewarded for their efforts viz-a-viz the under achievers. For this to happen the performance appraisal has to be completely impartial and above the board and it has to make sure that there is no element of favoritism  or nepotism involved with performance and hard work being the sole criteria for promotions and other auxiliary benefits.

 

Creation of a balanced increments policy
 

The HR department has to formulate a well-balanced increment policy as per the performance of the employees of the company.

 

Example
  • Any underperforming staff member may get an annual increment that would be between 0 % to 5% per annum

  • Average achievers should be entitled to an annual increment somewhere between 5% to 10% annually

  • On the other hand, staff members regularly delivering absolutely stellar performances on a consistent basis, should look forward to annual increments or even biannual ones of around 12% all the way up to 30% per annum.

Formulating a bonuses policy

 

The HR department should formally have established a highly transparent system of annual and/or bi-annual and/or quarterly bonuses. A bonus here may be defined as being equal to one to three gross salaries of high performing individuals so as to motivate all staff members to work harder.

 

Creating a gift and cash vouchers scheme

 

Such a scheme is also an excellent method to increase motivation and thereby overall productivity of an organization. For example, gifts and cash vouchers may be awarded to people who are never late coming to work or those who put in the most hours.

The above methods, if implemented properly, can go a long way in motivating employees and breaking the spirit of lethargy in any organization.

 

April Salsbury, MBA is a strategist, an analyst, an operational guru, a recognized leader and C-suite global healthcare executive with drive and focus for competitive markets.  Co-host of The Business Forum Show and regular contributor to various business journals, she possess multi-functional and multi-national competencies with more than 15 years experience in business and healthcare. Her expertise is in invigorating revenue growth and infusing value of lean practices in growing companies through improvements to cash flow and operations management.

 

Fueling revenue, growth and profit, Salsbury & Co. is a consultancy firm focused on helping businesses and healthcare organizations achieve excellency.  Our specialists have executive experience combined with deep functional expertise to provide our clients with services that drive real impact and results.

 

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