Seven Ways to Increase Productivity and Save Money by Giving Your Employees a Bigger Voice

There is a tremendously valuable think tank for every business that most companies do not even turn to for free advice. So, where do you need to go for quality ideas that can save your company money…your own employees. Seeking and acting on employee ideas can save the employer money in addition to building a sense of ownership among the workers.

Employee suggestions can have a significant impact on business productivity, revenue and the overall effectiveness of the entire organization. This group is on the front lines of customer relations, the company processes and much more every day. They know first-hand where the inefficiencies and delays are in the company. Below are the seven steps you can take to not only increase employee engagement but save your company some serious money while increasing productivity.

1) People Need to be Listened To. When employees feel like they are not being listened to, there is psychological affect that makes them withdraw. However, the opposite is true as well. When employees see ideas are being used they are more willing to open up and share. According to a Society for Human Resource Management (SHRM) poll, on average one-fifth of workers say their opinions count at work. If you increase that to one-third, profitability also increases by 6%. Safety, customer satisfaction and employee retention all rise, too.

2) Solicit Ideas from Engaged Employees. Engaged employees have been found to provide more useful ideas. In fact, Gallup conducted a survey that found ideas offered by less engaged workers saved a company $4,000 on average versus the most engaged workers who saved the company on average $11,000.

3) Create and Communicate a Plan for Weighing Ideas. Make sure that you stress to employees that all of their ideas will be weighed fairly as well as how and when they will be assessed. It is important for employees to see transparency. Also, have a clearly devised panel for reviewing. 

4) Every Idea Gets a Response. Asking for suggestions give the business leaders an obligation to respond. So, every employee should get the respect of a response as to why it does or does not make sense. There is nothing more frustrating and disheartening than making a suggestion that goes into a corporate black hole. 

5) Reward Employees for Quality Ideas. Answer employees’ question what is in it for them. A rewards program can be quite diverse from public recognition, tangible gifts, cash, prime parking spaces, paid time off to even a percentage of the savings that their suggestion creates. 

6) C-Suite Needs to be Willing to Give Up Being Center of the Universe. All too often, the c-suite wants to be known for having all of the best and most innovative ideas. However, since employees are the ones generally spending the most time with the clients getting the current feedback, they may be able to think of something that the c-suite could not. 

7) Work Organizations Are Not Democracies. There needs to be an appropriate deference to rank and authority. Make sure that you communicate the proper chain of command in the organization to all of the employees.

For more information on how to increase productivity by giving employees a bigger voice, contact Lowden & Associates at 770.248.0401. 

Steps to Assure a Smooth Performance Appraisal

Performance Appraisals are not always the easiest or the highlight of being a manager. Most people are hesitant to conduct a thorough review for fear of upsetting an employee.

Appraisals are most often used to determine salary increases. However, the main reason for appraisals should be to determine and improve the quality of an employee’s performance, set goals and plan for personal and career growth. When this becomes the main focus it is easier to have a more laid back appraisal since it shifts more towards coaching instead of critiquing.

So, the question becomes what steps you as the manager need to take to ensure a coaching session. Below will detail the prep and process of performing a proper performance appraisal. 

Before the Appraisal:

- Review the performance Appraisal Form and Format

- Using objective data, list all the points that need to be discussed

- List the employee’s good points, as well as areas for improvement

- Review the employee’s last performance appraisal

- Develop a series of questions and answers that need to be asked about pervious goals

- Determine if the employee had any problems on the job, look at the overall year

- Seek input from other supervisors who have worked with the employee

- Discuss the appraisal with the next level of supervision, as appropriate

- Set an appointment with the employee for a specific time and day for the face-to-face appraisal

- Allow the employee at least a week to review the materials to develop questions and comments

The Appraisal Process:

- Greet the employee by name

- Review in detail the written form with the employee

- Give specific examples and be direct

- Let the employee know you are aware of their positive qualities and accomplishments

- If it becomes necessary to deliver constructive criticism, it is vital that the employee maintains his/her dignity and self-worth 

- Encourage comments and questions from the employee

- Listen to what the employee has to say

- Discuss any standards that were not met by the employee and be specific 

- Do not argue with the employee but graciously and truthfully accept suggestions

If there are any disagreements between the supervisor and the employee, allow the employee an opportunity to create a written rebuttal that can be attached to the appraisal form before it becomes final. For more information on how best to handle and conduct performance appraisals, contact Lowden & Associates, Inc. at 770.248.0401.