According to the Basic Conditions of Employment Act, you are legally required to create job descriptions for your employees.
They play a very important role towards ensuring your employees know exactly what's required of them. And by ensuring that, you can effectively manage performance in the workplace.
But in order to do that, you need to make sure that this one element is always present i... ››› more
Increasing performance in the workplace is one of the greatest challenges every employer faces. And understandably so. After all, if it was really that easy then every workplace would be producing fantastic results month after month. But it just isn't like that.
So what's the trick then?
Well, it's never a clear cut answer. But I do have a solution that can place you on the right track to ef... ››› more
We all want to increase performance in our workplaces, but the real question we're all asking is: 'How do you go about doing that?'
Well, the most important factor would have to be your leadership qualities. Because by having the right qualities in the workplace, you can motivate, inspire and encourage your staff to perform at their best. But if you don't have them, then the chances are your em... ››› more
Good leadership is the key to good performance in the workplace. But that's easier said than done.
Because the fact of the matter is that not all employers show the right qualities.
Instead, they make classic leadership mistakes that end up lowering overall morale, leading to poor performance in the workplace. And that's something no employer wants.
So to help you avoid doing that in your ... ››› more
A performance incentive scheme can be an asset to your company because it can help increase overall motivation and performance in the workplace.
But the way in which you lay out your performance incentive scheme is just as important as its purpose. And if you get anything wrong in it, especially the factor I am going to discuss in this article, your entire scheme will fall apart, along with inc... ››› more
Are you looking to increase performance in the workplace? Well then performance incentives might just be the solution.
These incentives only pay for performance achieved, and so they're beneficial for two reasons: Firstly, they encourage employees to work harder in the workplace to obtain an incentive. And secondly, you'll only really have to spend extra money for performance that was actually ... ››› more
Performance incentives are beneficial for one obvious reason, is they help get what you want out of your employees, to help further your company. In other words, they help to ensure top-notch performance in your workplace.
You see, performance incentives carry an opportunity for reward. And so they act as a motivational tool, encouraging all employees in the workplace to go the extra mile for y... ››› more
Most employers tend to shudder at the term 'performance evaluations'. And it's not difficult to guess why: One little mistake could end up lowering overall morale, and costing you much-needed performance in the workplace -
But on the other hand, if you can produce an effective performance evaluation, the chances are you'll witness a remarkable increase in overall performance and productivity in... ››› more
Do you have an employee who:
· Makes many mistakes without showing any indication of learning from them;
· Provides poor quality services; and
· Overall, just doesn't deliver on what you expect of him?
If so, then you have a poor performer on your hands. And the chances are that your patience is beginning to wear thin, to the point where you'll run to HR and dema... ››› more
In some cases, it's easy to measure an employee's performance in the workplace. For example, there's sales targets in place, or an employee's immediate superior may have several complaints about him, which can indicate poor performance.
But in cases where none of these factors are present, you may wish to implement 'evaluations'. As these act a communication channel between you and the employ... ››› more
Disclaimer Copyright 2017 Fleet Street Publications (Pty) Ltd. The information contained herein is obtained from sources believed to be reliable, but its accuracy cannot be guaranteed. No action or inaction should be taken based solely on the contents of this publication. We do research all our recommendations and articles thoroughly, but we disclaim all liability for any inaccuracies or omissions found in this publication. No part of this publication may be reproduced or transmitted in any form or by means of electronic or mechanical, including recording , photocopying, or via a computerised or electric storage or retrieval system without permission granted in writing from the publishers.