2 years ago
Workforce Management is Simpler than You Think Human Resources
The prestige and intimidation inspired by business schools, expensive courses on entrepreneurship and project scheduling, and the elitist vibe associated with the word ‘management’, have all contributed to a rather escapist opinion that the common man does not have what it takes to be a successful manager. The archetypal visionary administrator with complete disregard for ‘the rules,’ who manages to transform floundering, near bankrupt companies into world-beaters is considered to be a genius, a once-in-a-lifetime example impossible to emulate. What is lost in this fruitless reverence is a realization that it is through simple motivation, flexible reward systems and intelligent conflict handling that these managers inspire their employees to work to their fullest capacity.
If you want your company to be ahead of the competition, your employees need to be problem-solvers. Instead of assigning each employee a fixed job with a fixed deadline, create dynamic employees that can choose which assignment to complete. Look into their skill sets, or ask them what they feel they can do best. Your workforce should be groomed to respond effectively to such autonomy – instead of slacking, employees should enjoy listing all the things that they can do. This flexibility should therefore be matched with a flexible payment structure. If your employees do more, they should get more, but with obvious limits – they shouldn’t overwork. Also make sure that this autonomy does not result in missed deadlines!
Make the Best with What You Have
Train your employees. Discipline them when necessary. But do not try to fundamentally change them. Instead of trying to train an army of capable, efficient employees, think about what you can do to extract the talents that they already possess. They took the trouble to show up for the interview, so they must have something they feel you can use. Select them on the basis of their capabilities, not their degrees, and create an environment for them in which they can hone those skills.
A confusing environment in which new employees are naturally hesitant to ask is hardly conducive to productivity. Explain to them everything they should know, schedule quick chats with them a few times every week simply to ask them if there is anything bothering them, as well as to give feedback. Make it easy for them to approach you rather than delegate someone else to handle employee questions. While letting them explore and learn on their own is also important, you mustn’t expect ‘quick learners’ who ‘adjust fast.’
It cannot be stressed enough: discipline, reward, control and manage intelligently, creatively and flexibly. Employees that work happily are among a company’s biggest assets.