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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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7 answers

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

You can reach out in case more help is required

Report Chaudhry's answer

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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.

Report Kenneth's answer

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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 .

Report Reshma's answer

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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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Employees are motivated when they feel that they are part of the overall success of the company/firm. To do that you must have regular scheduled discussions with your staff to reinforce the company goals, how they can be achieved and how the employee's specific job function/team fits into reaching that success. Also how progress towards those goal from the prior quarter/month, etc. It is equally important to have a standardized yearly goal setting and rating at the employee level and quarterly review of progress. The goals should be achievable and no more than 5. Annual comp (bonus/raises) should be directly tried to the goals and reviews.

Report Jim's answer

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I support Jim and Kenneth's comments in particular, but the critical aspect is that they own the problems and generate the solutions. When they do the behavioral changes follow. The mechanism of goals and reviews and such are mechanism that invite them into the process of owning the issues and thus the solutions. If the review and and goal setting is one-sided with you doing most of the talking, then you are doing it wrong.

Report Stewart (stew)'s answer

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