Only a third of people find a purpose in their work themselves. The others need your help to feel the same. You need to find out why your people are doing their jobs and what purpose they see in it.
When you trust others, they will trust you. Offer more freedom in how people perform their work and they will reward you with greater productivity and efficiency. According to Bock, many workplaces are still struggling with the fact that managers don't share enough information and don't trust subordinates enough to let them work independently.
Traditional job interview techniques fail because we all tend to choose people who are as similar to us as possible. Bock therefore thinks that managers and other people the successful candidate will work with should be entirely omitted from the interviews.
The best-performing employees are much more profitable for the company than those with average performance. However, the difference in rewards for the best and the average is about 20% in most companies, which Bock considers insufficient. It should be at least 50%. However, the compensation process must be built on clearly defined performance measures that will not be affected by other factors.
Google found out that it took an average of nine months for new employees to reach full productivity. Those who did it faster were more active in meeting other people, asked more questions and also had fully functional equipment from the very beginning. In order to reduce the onboarding time to six months, HR only had to start sending emails to managers emphasizing the importance of more frequent communication with newcomers and requesting the timely provision of computers and other equipment.
Repeat all your efforts so that the work in your organization gets better and better. You basically have two options. Either you can survive every day at work like everyone else, or you can work actively on improving the situation.
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Article source Society for Human Resource Management - world’s largest HR professional society