Some staff thrive, others fail – which interventions work best?

Some staff thrive, others fail – which interventions work best?

Employees are not robots – they, like anyone else, get tired, frustrated, and sometimes just quit altogether. They may thrive in their job or fetch up in a productivity abyss. Regardless, as a manager, you will want them all to give their best, and the first step is determining interventions that will ensure high productivity levels for your team.

In this piece, we’ll look into identifying employees who need help and how you can get them back on track or keep them productive.

Determining employee productivity and how you should engage with your staff

The first step to formulating staff intervention is to identify existing problems, and with whom. For this reason, you will need to know which staff member is being productive and who is not – You’ll need to look into company data for this matter, cross-referencing it with employee output and engagement.

Who’s being productive?

According to McKinsey, only 4% of employees are super engaged and carry the bulk of their team’s productivity. There are three signs that will tell you who these folks are:

  1. They are reliable. The managers of productive employees often delegate to them the latest and most complicated tasks, often assigning them as team leaders for certain projects. 
  2. They overdeliver. These people treat all tasks equally, often delivering beyond expectations.
  3. They are well-connected with their managers. Being highly engaged employees, they constantly communicate with their managers to ensure they’re doing their job right. That, or they simply want to build a healthy working relationship with their team. 

While there appears to be no problem with ultra-productive employees, the fact is that they are the ones in the greatest danger of burning out. Giving them ample autonomy is key to keeping them productive, but they will also need to be physically connected with their colleagues and managers. A hybrid work model can accommodate both needs, preventing burnout and allowing your productive team members to keep themselves in top shape.

Who’s not performing?

We can categorise underperforming employees into two, namely:

  • Quitters. They may show bare minimum productivity but are least committed to the job. This is because they may not be satisfied with the way things are going in the company or are simply being drawn to a better employment opportunity. You can turn them around by sitting them down and identifying what makes them want to quit – problems that are likely to be resolved with improvements to the work environment or their compensation.
  • Disruptors. They are the primary source of negative energy in the office, creating friction in the office and habitually pulling other staff members down. It should be noted that this behaviour may not be natural to them but a product of an underlying problem they have with their work, colleagues, or overall situation. As with quitters, you will need to sit down with them to talk or do a thorough investigation to pinpoint the issue that you need to address.

Take care of all your staff members

Turning your entire workforce into a team of top performers is tricky but is not entirely impossible. There’s no need to fire underperformers on the spot; you can turn things around by identifying their problems and introducing appropriate solutions. As for your thriving employees, the key is to maintain a healthy work environment and not overburden them.

About Sam P

EnterpriseZone Staff Writer

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