Tuesday March 11, 2014
Are you looking for a format that's a winner when you want to help an employee who is struggling, clueless, or underperforming succeed? You'll find what you are looking for here. Used correctly, the purpose of a formal Performance Improvement Plan is to help an employee succeed.
This format enables you to set goals, establish measures, conduct review sessions and chart progress. Not convinced of the need for this procedure? Check out my introduction to the form. You'll be happy you did.
Image Copyright Jack Hollingsworth / Getty Images
The above post on Performance Improvement Plans (PIPs) reminds me of the Energizer Bunny. First published on May 24, 2004 (yes, I have been writing this blog for awhile - back then, I was just learning - a lot!), comments just keep coming and coming and coming. It's a topic that almost everyone has an opinion about... Do you?
Please note: I don't publish comments that are written in all caps or that are overwhelmed with cuss words.
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Tuesday March 11, 2014
Want to know more about incentives that are available to use at work? Employers use incentives for a variety of reasons: to increase productivity, sales, and attendance, to name just a few. But, the average employer is not taking advantage of all of the incentives that are available to reward and recognize employees.
Nor are employers as savvy as they need to be about how to keep incentives rewarding.
Too often, in a poorly thought out incentive program, employers unwittingly incentivize behavior that they didn't want. A perfect example is a former client who used to bemoan to me the fact that his sales staff didn't work as a team to make sales.
I asked him how he was paying and rewarding his salesforce. I imagine you know the answer. Right. He was paying them individual commissions on sales. No bonuses, profit sharing or team incentives were offered.
Are incentives the only way to influence employee behavior? No, they're one of many options. But, they are a powerful force in communicating the specific behaviors you'd like to see from employees. So powerful, in fact, that they can undermine your stated goals, if they are incentivizing the wrong actions. Learn more about the effective use of incentives.
Image Copyright iStockphoto / Lisa Gagne
Related to Incentives
Monday March 10, 2014
Think being happy at work is a nice thing? You'd be very wrong. Happy employees are essential to the well being of your business.
The Gallup-Healthways Well-Being Index, which has been polling over 1,000 adults every day since January 2008, shows that Americans now feel worse about their jobs -- and work environments -- than ever before. People of all ages, and across income levels, are unhappy with their supervisors, apathetic about their organizations and detached from what they do.
Additionally, Gallup estimates that because workers are not engaged, American businesses lose $300 billion in productivity each year.
What Employees Want
Teresa Amabile, a professor at Harvard Business School, and Steven Kramer, an independent researcher, authors of The Progress Principle (compare prices), studied 12,000 electronic diary entries from 238 professionals in seven companies. They discovered that the most important factor in happiness at work was "making progress in meaningful work."
The same authors studied managers to determine what managers thought was motivational for employees. 95% of the managers put making progress last. So there is a basic disconnect between what managers think is meaningful for employees and what employees believe creates their happiness at work.
How Managers Can Motivate
The authors conclude that managers who listen to the problems that employees experience, help solve problems, and remove barriers so that the employees feel like they are making meaningful progress, are more likely to have happy employees. And, if Gallup's studies are to be believed, having happy employees will magnify the success of your business - beyond calculation.
The writings on this website, too, make these points repeatedly. It's affirming to have these authors saying the same thing. When will managers get it?
Image Copyright Mark Hall / Getty Images
More About Motivation and Happiness
Sunday March 9, 2014
Termination letters are neither pleasant to write nor pleasant to receive in most cases. But, termination letters are an essential component of an employment termination.
They confirm the details of the employee dismissal. They also give the employee the status of any severance package, benefits information, and a picture of how the termination will be characterized to prospective employers.
An effective termination letter is a clear demarcation of employment status for the employee's personnel file, the unemployment office, and the employee's records.
I had never added termination letters to the samples available on the Human Resources site until recently, but after receiving four requests for sample termination letters in the same month, I listened to my readers.
Here are termination letters for most employment termination situations you will encounter.
Image Copyright iStockphoto / Christopher Steer