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Analyzing the goals that were achieved over the past year, and those that were not, will reveal opportunities for improvement. Did your team achieve its goals? If not, why not? The answers to these questions can avoid repeat mistakes in the coming year and suggest changes that, if implemented, may improve your operations.

Joshua Coburn, promotional marketer and contributing writer for The Business Journals, suggests that staff wellbeing should be the first item to be considered in the assessment of team performance. Whether your team succeeds depends on the team’s drive and enthusiasm to work together. Staff morale should be a constant concern for management and should be sustained by instilling trust and respect in company leadership. In return, leaders and managers should be accountable, expect their staff to be accountable, and allow employees some autonomy and control over their work.

  • Employees need to understand how their contribution affects corporate objectives. Open communication and transparency from management is a benefit for everyone. Staff appreciate being involved in company plans and will support a strategy if it is explained to them. Management benefits from the elimination of rumormongering, distrust, and insecurity among staff.
  • Trust your staff to do their job. Linda Hill, a professor of business administration at the Harvard Business School states that employees should be tasked with achievable goals, given the required tools, and allowed to make mistakes in finding creative solutions. The tools required may include flexible schedules, support in personal issues, or other unorthodox policies. Caring about your staff builds mutual respect and loyalty.
  • Invest in your human resources. Raise your standards and hire well. Invest in your employees and provide training and development opportunities to keep them engaged and effective. Staffing agencies can help you develop effective hiring practices, career development paths, and succession planning.
  • Listen to your staff. Perhaps goals were not achieved because of competitor activity. Your front-line staff may have valuable insights and ideas that will effect change in your organization and address an aggressive market. Value the input of a diverse workforce and don’t assume that you know best where you customers, suppliers, and community are concerned.

Contact a PrideStaff Professional for Expert Tips.

Let us help you build a workforce that supports and strives to achieve your company goals for 2015.

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