The business ecosystem is undergoing a massive transformation, in the backdrop of the COVID recovery stage - a period that can create several opportunities for companies to maximize the potential of their workforce and redefine several business-critical processes.
The changing climate can either work wonders or bring in a whole new set of challenges to the organization, depending on how effectively companies handle the change.
Organizations might need to reconsider certain rigid processes when it comes to employees’ job roles and structures. Leaders need to re-assess employee compensation, reward programs, and promotion plans, at least for the short term as they continue to manage expectations throughout the return period.
Enabling employees to adapt to these changes and improving their performance will be an organization's focus in the post-Covid. We are now entering the world of hybrid work with the mindset of complete flexibility and communication.
Companies need to focus on employee performance factors and have a plan to welcome the hybrid work environment and a strategy to improve employee performance.
1. Establish Rules of Engagement
One of the major factors for poor employee performance is employee disengagement. According to the Gallup Workplace report, in the United States, actively disengaged employees cost $450 to $550 billion per year in lost productivity.
Now that your employees are working remotely, they can be even more distracted. After all, working from home doesn’t guarantee the space or the isolation needed for absolute focus. To minimize friction that may arise, set up clear rules of employee engagement that they need to follow to ensure seamless productivity even while remotely.
The following are certain rules for engagement that can help you improve employee performance,
- Establishing the need to isolate “work environment” from family spaces.
- Set up daily meetings and calls to discuss deliverables and their progress.
- Reinforce organizational values and policies to prevent misconduct that can result from a lack of direct supervision.
2. Match tasks to skills
Even before the coronavirus, there was a rising digital skills gap in the business world. The pandemic has only accelerated the need for specialized digital skillsets to assist businesses in better aligning themselves with today's diverse technologies and platforms.
This makes it critical to invest not only in technologies but also in people who understand technology. Leaders must understand their employees' skills and personality types to maximize employee productivity and performance.
It's inefficient to expect your employees to be outstanding at everything; instead, ask yourself, “Is this the individual best equipped to accomplish this?” before assigning tasks to them. If not, look for someone else whose talents and personality are a good match for your requirements.
3. Focus on valuing employees
Employees who are recognized and rewarded, who are empowered to grow and develop through feedback, and who are treated properly will likely stay engaged and productive.
Because of the uncertainty that the pandemic has brought into our lives, performance management will play an important part in ensuring that employees feel valued.
According to Evan Tzivanakis, Founder & Executive Coach Chesterfield Management,
Changing performance management processes can have a significant impact on how people perceive their workplaces. Any employee who feels undervalued is significantly more likely to be disengaged and less likely to perform well. Recognizing and rewarding sincere employees is one of the best things that you can do to boost employee performance.
4. Talk to your employees
Leaving your employees in the dark during a crisis is the worst thing you can do. You must first establish what defines an employee's experience in these unforeseen scenarios if you wish to improve their performance. You must gain a deeper understanding of the difficulties they may face in the new normal work culture.
Overworking decreases employee productivity by 68%. This can be minimized when you talk to your employees and understand their challenges.
Motivating employees to speak up has never been more critical. Organizations can conduct company-wide meetings or surveys to know the 'work from home' experiences of employees. For example, managers can conduct bi-weekly meetings with their teams to see how they can better support and empower employees to succeed.
5. Provide them the right support
Leaders must provide the right tool that can help employees simplify their workload. More and more enterprises have started witnessing the benefits of Digital Adoption solutions to increase software adoption, improve employee performance and increase ROI.
Digital Adoption Platform Software Market Size and Forecast report say, DAP market is growing at a faster pace at a CAGR of 15.5% by 2027, and is estimated that the market will grow significantly in the forecasted period (2020 to 2027).
Apty, an all-in-one Digital Adoption Platform, helps you gain a better understanding of how employees are using your software and identify gaps in their productivity. This helps eliminate the guesswork and allows you to create customized walkthroughs to address their challenges.
Apty helps you to solve onboarding and training challenges, boost employee performance, ensures process compliance, and optimize adoption strategy.
Summing it up
As a leader, having frequent one-on-one meetings with your team members is an efficient way to connect with your people, and to ensure their needs and concerns are addressed. Having one-on-one meetings can help you remind your team members how vital they are to the mission of your company.
Develop a workforce strategy and action plan that puts people first. Having such a blueprint means nothing if you do not have a strategy around it, so plan on how to communicate it to your employees. By closely tracking employee performance early on, you can identify and help correct issues that might eventually have a negative impact on your business.