Want a Superior Workforce?
7 Tips About How to Develop a Superior, High-Performance Workforce
The definition of superior as the term relates to employees and your workforce, means that you have identified a person who is better than another person in rank, status, or quality. This can single out a colleague who works in a higher level position or who serves as a senior manager as the holder of a superior role.
But, superior also refers to the quality of the workforce you hire. Are your employees better than the average worker employed by your competition? If so, your employees are smarter, faster, more creative, harder working, insightful, aware of the competition, and autonomous. They are daily contributors to a harmonious workplace that emphasizes accountability, reliability, and contribution.
If your goal is a superior, high-performance workforce that is focused on continuous improvement, you need to manage people within a and development framework. When you implement each of these components, you'll ensure the development of the high-performance workforce you seek.
If your goal is a superior workforce, you need to implement each of these components. To leave one out is like trying to sit on a three legged chair. The components work together or they won't work at all to create a superior, high-performance workforce.
Use this high-performance workforce checklist to make certain that you have all of the necessary components in place to develop a superior, high-performance workforce. The specific broad category of practice is provided. Then, the bullets define the key success areas inside of each component.
Superior, High-Performance Workforce Checklist
Ensure that you hire the best possible staff for your high-performance superior workforce. See the for additional information about recruiting the best employees.
- Define the outcomes desired from the person you hire.
- Develop a that clearly describes the performance responsibilities of the person you hire.
- Develop the largest pool of possible. (Search via professional associations, sites such as , online job boards, personal contacts, employee referrals, university departments and career services offices, search firms, job fairs, newspaper classifieds, and other creative sources when necessary.)
- Devise a careful that includes match, testing, , customer interviews, tours of the work area, and about your actual work place, to hire a high-performance workforce.
- Perform appropriate that include , employment history, education, criminal records, credit history, drug testing and more.
- Make an that confirms your position as an .
For a high performance, superior workforce, you need to provide effective , regular with each staff member, and regular feedback so people know how they are doing.
2. Provide the direction and management needed to align the interests of your high-performance workforce with your organization's goals and desired outcomes.
- Provide effective supervisors who give , provide frequent feedback and demonstrate the commitment to staff success.
- Company direction, are communicated frequently and in where possible.
- You provide a that helps employees feel work motivation every day.
- You provide an , demanding, commitment-oriented work environment, with frequent mention of company goals to support your high-performance workforce.
3. Quarterly Performance Development Planning (PDPs) meetings are held that establish aligned direction, measurements, and goals.
See the to get started.
- Performance and productivity goals and measurements that support your organization's goals are developed and written.
- are agreed upon and written. These can range from attendance at a class to cross-training or a new job assignment.
- Most importantly, progress on the performance development goals is tracked for accomplishment. (Central tracking by Human Resources ensures the development of the entire workforce.)
- Effective supervisory feedback means that people know how they are doing daily, via a posted measurement system, verbal or written feedback and meetings.
- Develop a that tells people clearly what you want from them. It must also help people feel appreciated and recognized for their efforts.
- Develop a to help people improve areas in which they are not performing as expected. The system is written, progressive, provides measurements and timelines, and is regularly reviewed with the staff member.
For a high-performance workforce, you need effective training and development and a fair, motivating recognition and reward system.
5. Provide a recognition system that rewards and recognizes people for real contributions.
- Provide equitable pay with a bias toward using such methods as and . Whenever possible, pay above market. For more information, see .
- Develop a bonus system that recognizes accomplishments and contributions.
- Design ways to say such as company periodic anniversary remembrances, spot awards, team recognition lunches and more. You are limited only by your imagination.
- Despite the rising cost of health care insurance, which you may need to share with your employees, provide a continually improving . (If you can afford the cost of the health care - do.)
6. Provide training, education, and development to build a superior, high-performance workforce.
- Employee retention and education begin with a positive employee orientation. The should give the new employee a complete understanding of the flow of the business, the nature of the work, employee benefits and the fit of his or her job within the organization.
- Provide ongoing technical, developmental, managerial, safety, lean manufacturing and/or workplace organization regularly. The type of training depends on the job. Some experts recommend forty or more hours of training a year per person.
- Develop a procedure-based, cross-training matrix for each position that includes employee skill testing and periodic, scheduled, and demonstration of capability, for most hands on jobs.
- Provide regular and from both internal and external sources. The impact of your front line people on the development of your high-performance workforce is critical.
- Create jobs that enable a staff person to do all the components of a whole task, rather than pieces or parts of a process.
- Develop a through such activities as “lunch and learn,” (book club), attending training together and by making the concept of continuous learning an organization goal.
- Make a commitment to both providing and tracking the accomplishment of the developmental activities promised in the PDPs.
7. End the employment relationship if the staff person is not working out.
- If you have done your job well - effective orientation, training, clear expectations, coaching, feedback, support - and your new staff person is failing to perform, should be swift.
- View every termination as an opportunity for your organization to analyze its hiring, training, integrating, support and coaching practices and policies. Can you improve any aspect of your process so the next new employee succeeds?
- Perform with valued employees who leave. Debrief the same as you would a termination situation.
- Use an to make certain you have wrapped up all loose ends.
The time and attention you pay to these seven success opportunity areas will reap your organization the high-performance of a superior workforce. And that's the performance that will enable your organization to achieve its dreams and goals.
Best wishes for your success. Develop a high-performance workforce. You'll be happy you emphasized the factors that created the high-performance workforce of your dreams.