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Revealed: Five motivators President Zuma should have used to manage his poor performing ministers better

by , 10 July 2013
One of the Ministers who got axed yesterday when President Jacob Zuma reshuffled his cabinet is Communications Minister Dina Pule. Prior to her axing, the minister had been widely criticised of performing poorly in her portfolio. In addition, Pule has been embroiled in a number of scandals over the last year, including accusations of cronyism and maladministration, Businesstech reports. If you're thinking of showing a poor performing employee the door, just like President Jacob Zuma, don't just yet. Use these motivators to turn a poor performing employee into a great one.

Creating a motivational work environment that'll result in employees giving their best performance starts when you understand what motivates them, says FSPBusiness.

So before you fire a poor performing employee like Zuma did yesterday, use these tips to make his a great performer.

Five methods to motivate poor performing employees

Tip #1: Make employees feel part of the organisation

Employees who share the aims and objectives of the organisation will work harder to achieve goals.

Make sure your values are aligned with those of the majority of your staff members. If you don't stick to your stated values, your staff will become cynical and you'll lose their trust.

Tip #2: Ensure your goals and those of your employees are aligned

Identify what attracts employees to your organisation. Aligning your goals with this and what they want to achieve will retain good employees and motivate them to work harder. Pride in the company and feeling it's really going places is a great motivator, says the Practical Guide to Human Resources Management.

Tip #3: Make sure employees feel they're achieving

Operating in a vacuum scares most employees, even those who are relative self-starters.

Share goals, strategies and vision and let employees know how they fit in and where they're going in their jobs and the company. This will make them more motivated, focused and better performing.

If your employees don't understand why they're doing their job, they won't perform to their greatest potential.

Tip #4: Don't set up your employees to fail

Don't appoint employees to jobs or levels beyond their capability levels. Employees in this position are often absent and feel increasingly despondent and demotivated.

Make sure you match skill and capability with job requirements. If you have an employee in a job he can't do, have an open and honest discussion with him. Don't wait until both you and the employee are so frustrated that the discussion becomes impossible. Tackle the situation head-on as soon as possible.

Tip #5: Make sure you give employees feedback

Reward isn't money alone. Ensure you reward employees with positive feedback when they've done a good job.

Use these tips to manage poor performing employees. After all, as Zuma learnt the hard way engaged employees are more productive, achieve better results and stay longer in a company than other employees.

You're obliged to do performance reviews. That's why you need an extremely easy to use, highly efficient system.
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Human Resources management software plays a key role in this whole process, by simplifying everything for you.

- In accordance with the 2013 Labour Law -

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