When an organization decides to hire someone, it has certain criteria’s and an image set in the minds of its hiring committee who are going to shortlist the candidates.

The amount of time & money spent in searching the right person for the right job is as imperative as to maintain the performance of the prospective candidate when on board which was represented and is expected from him/her.
Performance of the employee & organization is always running parallel. An employee is known by the organization and a company by the set of employees & the way they nurture them.

Performance can be rated and judged. It can be analyzed & solutions to improve it can be applied. There are numerous ways to motivate & encourage an employee to perform extremely well. Earlier it was mere monetary benefit which attracted the candidate towards a well-paid job. But from past few years, though the weightage of money has not reduced but it has come in equal length with job satisfaction.

Youngsters who have just completed education and have been placed by employers want an extra punch in their job. They want to explore and experience a lot of work at the same time. They believe in multi-tasking. Independence and decision making powers is what they crave for. They want to climb the ladder too soon and bypass the experienced staff. They are not here to take orders. They believe in delegating. For them late-sitting means giving more dedication & time to work which will get them noticed.

Contrary to them, the old-experienced staffs, who have been in organization since years expect a lot from the employer. They feel even a little contribution from them in the performance of the company will be rewarded. They have a conservative approach towards work. They believe in coming on time and leaving on time. They are comfortable with on-going projects and are hesitant to take new assignments. Their expectation for perk and travel is way beyond the employer’s offers. They believe that they truly deserve a major share in the profits & appraisals.

So how can the management cope with these 2 extreme personalities which are present in almost every organization?

1. Employee Engagement: One of the crucial factors in making employee realize they are an important part of the organization!! An employee who is fully engaged in his role will bring in innovation, creativity, strategies, satisfied customers, business, & required numbers as compared to their disengaged counterparts.
For this the right conditions have to be created at the workplace so that they get motivated to contribute towards the team & organization success. Bringing in the right talent to the organization has to be backed by correct strategies to utilize the talent so as to benefit both. The role, the designation, the expectation, the KRA’s (key result areas), the un-biased feedback have to be clear so as to enable the employee perform better. The management must refrain from giving false promises as that is demotivating than any other aspect. Select the right manager for the teams.
The management or HR can conduct various events, seminars, workshops, team lunches,
meets or picnics to engage employees with the culture of the organization.

2. Delegation: The young generation wants decision-making power and the older ones are not ready to part ways with the supremacy. Here the management has to be equal with old & new employees by giving similar opportunities to both in execution and leading the projects.
The management must take into account the experience, qualification & the agreeable terms of responsibility of the delegator.
3. Organizational development: Change is the most constant! Change is a comprehensive term as it affects all parties involved. Change and performance are two sides of the same coin. OD leads to identification of problems that is effecting the growth of the organization, better planning, implementation & evaluation to manage any change in the organization. It can be done internally or carried out by an OD specialist.

These were some necessary steps from the employer side. However, the employee also needs to take certain initiatives to enhance performance not only for self-reasons but for the entire team & organization.

1. Be aware of the organizational goals which must be in sync with your own career goals. If you want to make a career in marketing but get into operations, it will make more harm than good to your career satisfaction unless you want to change your profile altogether.
2. Select an organization whose vision & values you are comfortable with. Many companies put up their core values and philosophies on their website or one can even consult HR or management during interview and discuss on the expectations.
3. Many a times you might realize that this job is not for you. Rather than taking more responsibilities and effecting your own & company’s performance, one must either go for a change of profile internally or look for better prospects outside.
4. Get involved in organizational activities and gel with fellow employees.
5. Go for healthy competition in terms of completing tasks and reaching desirable targets.
6. Avoid office politics and spreading rumors.
7. Take the organization work as your own.
8. Ask for training to upgrade your skills.
9. Appraisals have always been a topic of debate for the employees. And a difficult task for the management as they don’t want to lose out on dedicated & efficient employees. Each organization has its own customized appraisal systems. Bringing in transparency will sort out major doubts of the employees. A one to one meeting between the management & employee brings down the difference of opinion.

10. Balancing personal & professional life is important to give justice to both the roles. Lead a healthy lifestyle to stay fit and perform with a healthy mind.

There are numerous ways an employee and employer can take to make a collective effort in creating a successful venture. However, what method the organization selects and how the employee interprets the initiatives shall decide the future of the individual & organizational goals.

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