Regardless of how talented and experienced employees you have in the team, they might not be able to deliver peak performance.
Several reasons, such as work overload, work-related burnout, lack of resources, a toxic environment, and team conflicts, can hinder them from reaching their maximum potential.
Witnessing a talented workforce not performing their best can be disheartening for HR leaders. However, micromanagement is not a solution to tackling the situation. It can negatively impact your team’s enthusiasm to work and deplete engagement.
In this post, we will share the top five tips to help you bring out the best in your employees.
Encourage Employees to Take Ownership at Work
Taking ownership means being responsible for the work while aiming toward self-development and ensuring the organization’s success.
It encourages employees to treat work and company resources as one’s own.
So, when you motivate employees to take ownership of their work, you create a workforce that understands the impact of their actions and decisions. It empowers them to commit to self-growth and indirectly contribute to the firm’s productivity, efficiency, and ROI.
Here are a few crucial tips to encourage your team to take ownership while working.
Define SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound) goals for employees.
This allows them to understand the organization’s expectations and set and achieve personal objectives within the timeframe.
Conduct face-to-face counseling sessions to address the professional challenges of your team. Provide them the flexibility to learn new skills aligning with their professional goals and interests. This can strengthen the connection between you and employees and boost their confidence and morale.
Avoid micromanaging the team, especially your remote workforce. However, tracking the team’s performance is pivotal. For this, deploy a state-of-the-art system for monitoring work from home employees that can track their check-ins and productive work hours.
Leverage the insights to give them tips to improve productivity without stressing out. This thoughtful step can encourage them to be accountable despite working remotely.
Foster a Culture of Knowledge Sharing and Collaboration
Knowledge sharing and team collaboration are powerful tools for a firm’s growth.
It involves imparting professional insights, experiences, and expertise to team members to build a collaborative work culture.
Here are a few tactics to promote collaboration and knowledge sharing within your team.
Include knowledge-sharing and collaboration practices in your company’s work policy. This can lay a robust foundation for a collaborative work culture.
Encourage teammates from distinct departments to collaborate and share their expertise with others. Such a cross-functional team environment can ensure seamless knowledge and skills sharing.
Conduct frequent workshops and meetings where the employees can share insights on crucial project findings and best practices.
Encourage open communication to create a safe space for your teammates to share ideas and express their opinions about anything and everything with senior managers. This can motivate everyone to put their best foot forward and deliver excellent performance.
Consider Onboarding a Career Coach
Factors like fear of downsizing, a below-average salary package, or a lack of professional guidance could deter your teammates from delivering their best performance at work.
Being an HR executive, you’re likely already taking several initiatives to motivate your employees. However, onboarding a special career coach can uplift your efforts.
A career coach can help your team identify and sharpen their professional strengths by –
Making them understand the latest industry trends
Evaluating their career goals and plans and helping to set long-term professional goals
Recommending tactics to enhance career development and stay motivated
Helping them learn new skills and build a personal brand
Collect feedback from seniors in the team regarding each employee’s performance, including their milestones and weak areas that need improvement.
Ensure the team’s leader is present in the meeting to guide the teammates on work-related technicalities, challenges, and more. On the other hand, you can take care of other vital aspects, such as encouraging them to learn new skills and work on the feedback.
Employees can deliver peak performance in a positive and collaborative workspace. So, as an HR leader, go the extra mile and ensure your team is engaged and works in a happy mind space.
Leveraging the tips and tools shared in this guide can help you accomplish the goal effortlessly.
So, implement them to unlock your employee’s maximum potential!
Frequently Asked Questions
Q1. How do you identify employee potential?
Ans. Identifying employee potential involves assessing their skills, performance, and growth capacity. Evaluate their past achievements and adaptability, offer opportunities for development, and gather feedback from peers and supervisors. Combining objective data and subjective observations is key in recognizing and nurturing employee potential.
Q2. What is a high-potential employee?
Ans. A high-potential employee is an individual with exceptional aptitude and the capability to advance within an organization. They exhibit strong leadership, problem-solving skills, and a drive to excel. Identifying and nurturing these talents is vital for long-term success and leadership development.
Q3. How do you increase employee potential?
Ans. Increasing employee potential involves a multifaceted approach. Offer training and development opportunities, provide regular feedback and mentorship, align their goals with the organization’s objectives, and create a supportive work environment. Encourage continuous learning and recognize and reward their achievements to motivate and unlock their full potential.
Srikant Chellappa is the Co-Founder and CEO at Engagedly and is a passionate entrepreneur and people leader. He is an author, producer/director of 6 feature films, a music album with his band Manchester Underground, and is the host of The People Strategy Leaders Podcast. He is currently working on his next book, Ikigai at the Workplace, which is slated for release in the fall of 2023.