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Staff complacency impacts productivity and costs employers money, and needs to be addressed proactively. Here’s what to do if you find your employees dragging their feet:
Employee appreciation day is Friday, March 3rd, 2017. This special day is a great time […]
According to a study conducted by Wayne Hochwarter, the Jim Moran Professor of Business Administration in Florida State University’s College of Business, less than 20 percent of respondent employees reported feeling certain they knew what was expected of them at work each day. The study, which evaluated the opinions of more than 750 blue- and white-collar employees across multiple job environments, sought to primarily understand how many employees simply do not know what is expected of them at work each day. And while less than 20 percent of respondents were unsure what was expected of them at work each day, the vast majority of respondents reported varying levels of accountability ranging from “some” to “complete” ambiguity. As the respondent said, “I thought I was working on something important … I guess the boss who fired me didn’t think so.” […]
As a small business owner, you’ll often receive requests for raises from your staff. Maybe you have employees go directly to their managers for the salary discussion, or perhaps you handle it yourself as part of an annual review.
Employee incentives, the rewarding of work performance, loyalty, innovative ideas, and sales excellence, are used by more than half of American companies, according to the Incentive Research Foundation. And while incentives such as trips, awards, and cash might kickstart staff excitement and productivity in the short term, research has found that producing lasting change in employee behavior doesn’t come so easy, and in fact, once the incentives are removed, employees will go back to doing things the way they always have in the past.
That’s because long-term change will come from employees that have passion for their work and want to improve the company because they want to. Arguably, matching staff skills to the appropriate jobs and providing regular opportunities for keeping employees engaged is probably more likely to get results than any type of pay-for-performance incentive program. […]