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7 Effective Strategies to Boost the Performance of Your Employees


A captain is as good as his/her team. Be it a game of football or a business, unless you have the right people in your team, you will have a difficult time achieving success. In fact, having the best products and services in the world does not matter as much as having the right employees does. So, how do you bring out the best in your employees? Well, I have some suggestions.

Strategies to Boost the Performance of Your Employees

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1. Help your employees find their goals and expectations:

If your employees are clueless about their goals and expectations in the organisations, how will they meet them in the first place? Before you try anything else to boost your staff’s productivity, make a conscious effort to help them find their goals. You should involve every employee in his/her own goal-setting process so that they can develop autonomy over their goals.

You need to foster a work culture that improves employee engagement and motivation. In case you are having a performance issue with a particular team member, talk to the individual and be specific. Let’s say you have noticed a certain employee is taking too many sick leaves every month. Instead of telling them to take good care of his/her health, be direct, and tell them that the employee should take fewer leaves.

2. Empower the staff to perform their best:

People perform their best when you allow them to actively participate in their job. Engage and motivate your employee by investing in their long-term career in the company. Develop a strategy that helps your employee move up within the organisation and offer enough resources and training to help them become efficient leaders in the longer run.

As your employees advance in their careers within the organisation, they will require new skills and habits to improve their performance. Help your staff acquire those skills and habits by allocating funds towards professional development courses, workshops, conferences, and certifications. These measures can help them reach their full potential.

3. Reward great performances:

Most organisations are usually so busy improving the productivity of their low-performing employees that they often ignore the high performances. And that is a huge mistake. Over a period of time, great performers will get disengaged and less motivated if they don’t feel like their contribution is not being appreciated enough.

What is more concerning is that great performers are always in high demand. So, if they don’t feel appreciated for their work in the organisation, you run the risk of losing that employee to one of your competitors. Don’t just acknowledge their hard work but also reward the effort. You can offer gifts, bonuses, promotions, extra time off, public praise, and additional benefits to appreciate a job well done. These rewards will keep your high performers motivated.

4. Hold your employees accountable to their goals:

While dealing with low-performing employees, you also need to be apprehensive with your approach. If an employee fails to do his/her job within the given timeframe, make it a point to remind them about the consequences of slacking off. If you don’t hold them accountable for the poor performance, they are likely to continue doing the same.

Every organisation needs to have clear communication with their employees about their responsibility. If someone is slacking, don’t be afraid to give them warnings and penalise them when things go out of hand. If an employee fails to deliver on a regular basis, consider implementing a performance improvement plan. If the individual still does not improve, perhaps he/she is not meant for the job.

5. Create fun and encouraging work environment:

Work satisfaction is a crucial factor that influences the productivity of an individual in the company. Usually, a happy employee is more engaged in the job. In order to foster a fun and fulfilling work culture, you need to provide enough opportunities for the staff to let loose occasionally and have some fun.

You can arrange a monthly potluck for the teams, host some outdoor activities, or plan an event when you can organise a trivia quiz to engage every member in building rapport with the members of other teams. Spell checker online You also need to think about fostering a work culture where everyone feels safe to speak out their opinions, irrespective of his/her position in the company. When employees feel that their views and opinions are being heard, they will be more engaged with the mission of the company.

6. Consider remote working options:

In today’s time, when a pandemic is affecting the livelihoods of many, remote working options are making it easier for the companies to conduct their operations. Moreover, flexible schedules are really helpful for professionals who remain busy all the time. So, even if you have not considered allowing people to work from home, the time calls for such an option.

According to a study published in the New York Times, remote workers are 13% more productive than their office-working peers. This is because they do not need to go through the hassle of commuting and can focus more on the work. If one of your employees feel under the weather but is still willing to work, allow him/her to work from home. This will reduce the risk of spreading germs if the person is COVID positive. And it will also allow them to work in the comfort of his/her home.

7. Use technology to your advantage:

As you may have realised, you need to measure your employee performance if you want to prepare a strategy to boost it. Instead of relying on the annual performance review comments, use technologies that make that job much easier and effective for you. Performance management systems not only assess the performances of individual employees, but they do it more accurately on an on-going basis.

There is also performance management software, which helps the teams create and track progress towards goals and collaborate with other teams more effectively. You have the option to choose from a number of performance management systems in the market, including ClearCompany, BambooHR, 15Five, IBM Talent Management, etc.

In conclusion,

It is clear that if you want to improve the performance of your employees, you need to boost their engagement and motivation. These aforementioned measures have worked for a lot of businesses in the past. It is your time to put them into practice and see if they work for your team or not.

Author bio:

logan Parker is a senior executive manager who has been employed at a reputed MNC for the past 7 years. He is also a part of the team of essay writer at, where he offers law assignment help to students on request they also offers plagiarism checker.


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