How to provide 6 parameters within which your employees can succeed

Katie Cook

ContractRoom

by Katie Cook

designer-working-on-his-computer_23-2147528616.jpg3 areas to focus on for promoting a productive workforce (part 3)

The 3 articles in this series on fostering a productive workplace focuses on your employee’s productivity and the relationship with the parameters which you set for your employees to work within.  By focusing on management and helping employees create positive relationships among themselves you will have already done a lot to create a work environment where your employees can flourish.  Here are 6 other ways you can provide the parameters within which your employees can easily succeed and be productive.

  1. Benefits.  Whether or not you are able to provide your workers with benefits such as a comprehensive health plan may depend on the stage your business is at and its financial resources.  However, consider that despite the outlay in costs that providing benefits demands, providing them brings a considerable financial return.  This stems from the increased productivity in workers who are provided with benefits and increased retention.  If you provide your employees with a good package high performing workers will be more attracted to positions within your company and this will set the bar higher for other employees, encouraging them to also work harder.  Moreover if employees are being provided with a good benefits package they are more likely to think well about their company.  This good sentiment about the company will most likely manifest in increased motivation in their work.  Workers who have a good benefits package are also more likely to want to stay with the company for a longer period of time leading your company to benefit from higher retention rates in staffing.
  2. Freedom. All employees have different work styles.  However, most will probably work to their potential when they are given the freedom to work in a way that suits them rather than being told how to get their work done.  That is to say they will produce better results when their managers are not micromanaging them - constantly and unnecessarily checking on whether they have completed inconsequential tasks or monitoring the times they arrive and leave or lunch breaks.  Instead, it is probably a better approach to not insist on your workers keeping certain hours or even working exclusively at the office.  You can check in with them at regular intervals to determine whether they are getting their work done.  However, base these intervals on deadlines for important milestones.  Giving your employees the freedom to set their own hours and/or work from home sends the message that you understand the reality that your employees have lives away from work and that you respect them.  Allowing your employees to get their work done the way they want it to get done also sends the message that you trust them.  Workers who feel respected and trusted will be more motivated to do good work and will be more productive.
  3. Education and development - Employees want to feel like they are developing in their roles.  They may not all see your company as their final destination.  Acknowledging this reality and providing resources to ensure they get the learning and development opportunities they want will contribute to their job satisfaction and in so doing their motivation to work and their productivity. You may provide an allocated amount in your employees’ compensation packages for studies that they can use in any manner they choose that fits with your organization’s learning and development policy.  However, development resources do not always have to be monetary.  Your organization may benefit from a mentor/mentee program where more senior staff members can assist more junior staff in their career development objectives.  Also, a formalized program for development planning could be created that could be administered through your management structure.  Employees in this program could be given the freedom to write their own set of goals and given opportunities to discuss how they could work towards achieving them with their managers.
  4. Technology.  Investing in the right technology will contribute to your employees’ productivity in several ways.  Firstly, it will reduce the time they spend on menial tasks so they have more time to work on those which are more complex.  Having more time to focus on these more challenging tasks will increase your employees’ job satisfaction, motivation to work and productivity.  New technology also allows employees to perform work remotely.  This can increase productivity as it can allow your workers the freedom to get essential life-tasks done while also working e.g. if they need to take a couple of hours off to supervise a tradesman in their home they can do so and continue to work.  Your employees may also find are more productive when working from home on certain tasks.  It is important to purchase the right software for your organization.   For some tips and tricks you may like to refer to our eBook on Essential Principles of Software Selection here - http://blog.contractroom.com/essential-principles-of-software-selection .
  5. Bonuses - Providing bonuses to employees when your organization achieves certain milestones or they perform to certain levels can improve the productivity of your workers.  Bonuses can help employees feel they have “skin in the game” and that their work is appreciated.  This will increase their motivation to work harder for your company and increase their productivity.
  6. Resources for resolving problems. Providing resources for workers to solve problems they encounter in the workplace will also help your employees be more productive as they will not waste time searching in the wrong places for resolutions or fretting and wondering about what is the best way to proceed.  Such resources may include research directories relevant to their positions e.g. legal research tools for lawyers or health journals for health professionals, or policies on how to resolve issues relating to workplace conflict.  

So there you have 6 ways you can provide positive parameters to your employees for getting their work done. If employees are satisfied with these 6 areas they will be more likely to stay in their jobs, more likely to be motivated to be and will be more productive.  What are your thoughts?  What things do you think are important to focus on for achieving good parameters for your employees to work within?  What has worked in your organization.

Policies and documents detailing the parameters your employees are to work within will be contained in their employee agreements or associated documents. ContractRoom is an award-winning, cloud-based negotiation and deal/contract lifecycle management platform.  It’s an excellent place to draft and store workplace policies and plans for workplace productivity (as well as other contracts and documents). ContractRoom changes the way deals are done using Predictive AgreementTM. ContractRoom is a perfect place to create, amend, negotiation, update and store such documents.

To find out more about ContractRoom or book a demo please visit www.contractroom.com.

About the author

Katie Cook

Katie Cook

Katie Cook is the Director of Marketing, Communications and Legal Standards at ContractRoom. Originally from the east coast of Australia, she has a background as an Attorney having practiced in both public and private practice in Brisbane and Melbourne. While working as an Attorney Katie completed studies in journalism and is now combining her legal and writing skill sets in her role at ContractRoom.

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