A job well done – making work matter

How does an organisation ensure that its workers perform well and achieve all they can?

Keeping employees happy is known to be an important factor and a growing trend has been for organisations to provide employee perks to do this, from ice cream vans to holidays.

According to a study by Glassdoor, employee perks are an important factor for people when considering accepting a new job. However, once on board, are these “extras” enough to keep workers focused and performing well? How do organisations ensure their workers can, and importantly want to, do a good job? Making work matter to the employee is a vital step and there are several factors employers can focus on to help this process.

It may sound like a cliche, but from the bottom to the top, everyone plays their part in an organisation and people must feel valued. How can anyone work to the best of their ability if they do not feel important? If people understand how their role is crucial in an organisation, it will help them to focus on performing well.

With regard to roles and projects, play to strengths and interests to get the best from workers. It’s natural that people will perform better when they are more confident and absorbed in a task that interests them. Of course, if a person feels that their positives and preferences are being noted, they will also feel appreciated and important.

A common issue for employers and employees is achieving a workload balance. Too little work may not keep an employee engaged or interested. However, if staff are overloaded, this will cause stress and work is likely to be rushed. If a person is struggling with their workload, they are very unlikely to perform well.

Allow workers freedom in order to get the best from them. No one wants to be micro-managed, it’s frustrating and stifling. Provided that people understand the expectations and requirements, allowing them some free reign to come up with their own ideas and methods can be beneficial. It will show confidence in their abilities and enables them to feel in control and responsible.

Another aspect of allowing freedom is flexible working, a concept that has become more and more popular over recent years. It is generally accepted that flexible working can be beneficial for the employer as well as the employee. Allowing working from home or working flexible hours can allow a better work-life integration, increase employee engagement and also increase productivity.

Of course, business leaders must pay attention to individuals, but it is important not to do so in isolation. Look at the whole workforce and encourage a sense of community. When workers feel part of a team, they feel supported and encouraged. This provides a comfortable working environment and atmosphere so that they can focus on their work and achieve for the team as well as themselves.

There is no set-in-stone procedure for leaders to follow ensure staff deliver consistently, but, by focusing on an environment in which they can really engage and feel valued, it is possible for staff to find meaning in work and strive to perform to the very best of their abilities.

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The British Institute of Recruiters is the Professional Body operating The Recruitment Certification Scheme

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