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How do I create personnel policies that motivate employees as well as keep them on track in terms of performance?

Staff are not very self-motivated. They call off often, they use cell phones often when they should be working, they aren't adequately problem solving on their own.

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You can create a pay-for-performance culture that will not only help your employees to work hard but also motivates them to get more work done.

You can set up their goals and based on those goals you can judge their performance

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  1. Know how much leadership to offer and how much to let the individuals grow on their own. Try to strike the right balance between specific and generic guidance so the unique individual traits of the workers come through in the business model and solutions to problems, system design and success of the firm are derived from the people running the enterprise and not from you. An excellent leader will be sensitive to this concept.

  2. Manage constructively by fostering an environment respectful of all points of view but lead by driving to fulfilling progressive objectives as a first priority and blend differences of opinion decisively.

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Policies are based upon 'cause-effect Foundations', and thus, all Personnel policies Commence with "Intents and Deeds" that lead to 'Results in environments [micro and macro].' Along with encouraging, Friendliness, 'work Environs' need a certain Level of 'seriousness' towards Profitability [monetary and non-monetary]. Compensations and Behaviour Reviews that encourage Efficiency regularly, facilitate Policy-implementation. Once, Best practices have been established, reinforcing them is valuable with due Leadership policies. Least 'Supervision' and more 'self-responsibility' Development programs are 'matured' Cultures that center upon Personnel policies that are sustainable .

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'Self-motivation' comes from a sense of honestly worked-out positive Desire, Vision and Mission for self and organisation; once this is established, Policies enable 'work.' Policies are chiefly, Extrinsic, and will work effectively when Individuals have an inner-sense of conviction [dedication, objectives and continued-hopeful Mindsets].

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Designs of Systems towards Personnel policies, are efficient when 'motives' of Individuals are understood, worked at and actualised.

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