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Employee Motivation: Contract vs. PermanentThe Line Manager Must Be Empowered to Motivate
Motivating employees may be very different from motivating contractors, however, in each case the tools must be available to encourage individual and group achievement.
Though employee control is of key importance in the decision between use of contract and permanent employees, once the individual is in place the conduit for motivation will always be the immediate manager. The Engaged EmployeeResearch by Gallup Consulting reveals a pretty convincing case for active engagement of employees citing that engaged employees are –
Very good, but doesn't it all end up with a business needing to provide benefits in addition to pay? With costs being what they are and the markets so shaky it's no wonder employers are doubtful about moving away from the simple methods of employee management. Yet the Gallup research indicates that the only thing necessary in order for employees to feel engaged and connected is that the organization effectively empowers the individual. The Empowered EmployeeEmpowered employees will have:
Working from that basis, it becomes plain that the aims and strategies of the organization need to be communicated to the individual in an effective manner. All employees need to fit into the plan and, perhaps more importantly, need to know where they fit. The Defined RoleOnce the individual is placed within the plan, resources need to be made available. A very effective method is to document all processes. This will identify each employee role and the tools available for successful completion of the work involved Now the business is ready to set expectations and goals, that is, tell the employee what is required and how to achieve it. If processes are well documented boundaries and limits will already be defined as will counter measures. The team is now fully equipped to tackle the job at hand, each member knowing what to do, how to do it and who or what to turn to in the event of unexpected occurrence. Should Definitions and Documentation Be Complicated?Not really. There is a business plan which defines where the organization is going and how it’s going to get there. This can be made available and employees should be encouraged to buy in to the plan. Line managers fill out the detail of the business plan at each level of the business by recording the methods and the steps (processes). Allow employee access to that and there is a structure for people to follow. The strategy can apply equally well to highly qualified professionals as well as clerks and labourers, but it must apply to the whole employment structure. In a team environment, there is little so counterproductive as individuals or small groups who feel disenfranchised. The effect here is to lead people rather than drive them. The end result is that commitment to the business plan combined with peer pressure will promote employee support when it is most needed An additional bonus comes when someone does leave the team. With the job so well documented, on-boarding a new member becomes so much easier.
The copyright of the article Employee Motivation: Contract vs. Permanent in Human Resources Management is owned by Chris A Watkins. Permission to republish Employee Motivation: Contract vs. Permanent in print or online must be granted by the author in writing.
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