Why The Supervisors Need To Give Their Employees

Employees can learn how to more effectively perform their tasks when talking to similar people within the same work field. They will get inspired by people working in the same field and would try to improve themselves so they could learn and adapt new skills that others

Feedback allows businesses to make task changes, evaluate work performed, and reward employees for their services. Observing feedback is an important part of planning and aids in employee relations. Without customers, there is no business!

This can be achieved by scheduling days for company outings, which gets everyone in a more friendly environment where they can relax and be themselves. By doing this, you can interact with people on a more personal level, and get to know them better. As everyone knows, you are typically a different person outside of work compared to your demeanor while on the clock. This act of getting your employees in a less stressful environment, gives them the opportunity to open up to one another and learn about each other. When you know someone on a personal level, you can better understand what makes them tick, as well as what rattles their cage.

I talk with my employees as often as possible and sit down with each employee once a month to do employee rounding where we speak of how well their day is working, what I can do to enhanced it, and share any information that is essential to pass along. I also agree that I remain concerned for outcomes since I am genuinely

Below is a list of the changes that will be made to this organization to improve overall employee satisfaction and efficiency with job descriptions. “Since performance evaluations provide management with essential information for making strategic decisions about employee advancement, retention, or separation” (pynes pg 304), it is important for employees to receive feedback from their supervisors and be allowed to have a voice in their future within the company as well as being proactive in improving their work environment. Future training, development, and education can be discussed at these performance evaluations. The objective is to keep an open communication with employees and make sure their needs are being met as well as the expectations of their supervisor.

In order to improve employee morale and satisfaction,

The 360-degree feedback will help to give an overall picture of employee

And to collect points As well as customers to fill out a comment form. To be used to evaluate the performance of employees. Although you may use the above method to evaluate the 10 employees already. Do not forget that good employees, not just those who work brilliantly. But also to consider the moral and ethical person, so it would be nice to bring the company to progress further.

They achieved less than 64% when the target is set at 75%. In order to achieve the results that the company wants, they set goals. These goals were to reengage employees by increasing investment in training and development, renewing the organization’s IT infrastructure and providing employees with growth opportunity by focusing on new areas. Also, the company looked into the process for conducting employee performance reviews; as a result, it clarified the process. Their goal is to focus on ongoing employee coaching, and provided employees with on-line training and support materials to help them improve in areas identified in the performance reviews.

The performance appraisal system is used to measure and develop the employee performance. It helped in the standardization within the organization, improve open communication among the employees and employer, it has developed and improve the due process within the organization (R. Mondy, 2010). 360-degree feedback has increase transparency among the employees as they receive their feedback among themselves that has brought out a high impact to the employees behavior and performance. According to Wadhwa, (2011) 360-degree feedback offers a huge and broader perspective of employee performance, as it doesn’t rely on one source feedback

EMPLOYEE RECOGNITION Employee recognition is the timely, informal or formal acknowledgement of a person’s or team’s behavior, effort or business result that supports the organization’s goals and values, and which has clearly been beyond normal expectations. Appreciation is a fundamental human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued. When employees and their work are valued, their satisfaction and productivity rises, and they are motivated to maintain or improve their good work.

Similarly, if a manager verbally says he is interested in the employee’s opinions but never creates a way for them to express their thoughts, this leads to confusion and frustration. When employees and co-workers are able to communicate effectively needs and listen, mutual trust develops that often leads to innovation in work. Therefore, it is important in every decision to encourage employees and coworkers to share opinions, ideas and thoughts and make them feel more part of team

Feedback could be non verbal and verbal. This communication process is very important because it organizes how a message can be sent, seen, and delivered. Feedback also is very important because it can alter how businesses, and peoples’ communications with each

• Feedback: Employees should know about their performance. Apart from regular feedback, employees get quarterly reminders to evaluate their expectations. Besides, special sessions on receiving and giving feedback are conducted. • Development and growth : Every employee is responsible for his/her career and personal development.

Managers have to understand how to engage employees and be able to assist in their development by setting goals and expectations. Using the feedback Julia has received from executives helps her development as well. Being able to use the feedback she has received will assist her in developing employees. Communication is essential in the management role as well. Communicating expectations and holding not only the employee