How to increase employee efficiency

The main capital in the age of robotics is employees. It sounds paradoxical, but it is. Everyone will have robots soon, and everyone will work the same way. People will become an indicator of effectiveness - only they can make a company unique and most attractive to customers.

The secret to staff efficiency is simple - everyone in their place, everyone values ​​their place. But how to achieve this in practice?

Each in its place
First, it is essential that each employee understands what is required of him. Where possible - set the standard. They are needed not only to evaluate employee performance. Norma is a guideline that will not allow you to relax or “burn out at work”. The norm should be reasonable - do not give out wishful thinking.

When there is an understanding of what the employee should do, we can proceed to assess the effectiveness of the staff. There are different assessment methods - qualitative and quantitative. Qualitative, or descriptive, based on opinions, reviews, compliance with the ideal. Quantitative methods are more objective because they are based on numbers. For example, the KPI system (Key Performance Indicators) - key performance indicators.

To determine KPI you will need:

Criteria for evaluating an employee. What is the most important thing in his work? The number of transactions, the number of re-orders, the quality of request processing
Quantitative performance indicators: minimum sufficient (base), standard (norm) and desired (goal)
Now you can calculate the KPI of an employee for all criteria:

(Fact minus base / Norm minus base) × 100% = result (%)

If the result is more than 100% - excellent, the employee in his place
If the result is not pleasing, a detailed analysis of individual KPIs by criteria is needed. Perhaps it makes sense to involve this employee in another position where he can realize his strengths.
Everyone values ​​their place
Methods of motivating employees are divided into tangible and intangible. Now intangible methods of motivation are trending. This works for Western companies, where the salary of a specialist is almost the same for all employers. It makes sense to attract employees with additional bonuses.

But we live in Russia. Some statistics: how much does a lawyer get in Novosibirsk? The initial salary, according to GorodRabot.ru, ranges from 22,000 rubles to 50,000 rubles. Which company will receive the most resumes?

Therefore, the motivation of the first level is material. You can set the average salary in the region. This is the base salary. But it is necessary that the employee understands that the final amount will depend on his KPI. Moreover, the bonus accrual scheme should be as transparent and understandable as possible for the employee.

Motivation of the second level is social and material. In the course of the survey, experts found out: 44% of Russians would like to receive training at the company's expense, 40% want to get a VHI policy, 32% - privileged vacation tickets, 28% - paid fitness, 26% - food at the expense of the employer. And of course, material incentives are always in price - for a birthday, for a wedding, in connection with the birth of a child. This money is a gesture of goodwill of the company, therefore, it is highly appreciated by employees.

Motivation of the third level - comfort in the workplace. This coffee and cookies, and a place to relax, and fast Internet. The list is endless and limited only by the imagination of the company.

Staff monitoring
A few words about control. Oddly enough, this is also a method of motivating employees. There are companies where every conversation between a manager and a client is monitored and analyzed. This is the best way to kill motivation. No total control needed. Monitoring KPI indicators - the end result - is enough. Let employees choose how they will achieve it. Trust is a great tool for motivation.