In my company we having developer team they are not doing their work on time limit. so wanted to create rules or motivate them to work on time. So please help me for the same.
From India, Mumbai
1From India, Mumbai
1) Why they are unable to complete/achieve their targets?
2) If not trained - training required, If overloaded with work - Need to reduce Work Load, If Not Capable - Need to remove them, If Not motivated - Please check their salary v/s market paid salary rates if your rate less need to revise your salary rates to get the desired output.
From India, Pune
2) If not trained - training required, If overloaded with work - Need to reduce Work Load, If Not Capable - Need to remove them, If Not motivated - Please check their salary v/s market paid salary rates if your rate less need to revise your salary rates to get the desired output.
From India, Pune
Managing underperforming employees is difficult job for most managers.
Managers need to analyse the why's behind non performance.
Is the task excessive?
What is the ability and skill level of the employees?
Simply setting rules and chasing employees is not enough.
As a manager ask yourself have you set a goal for employees clearly and involving employees in goal setting?
Are you micromanaging them or only cross checking progress from time to time and making yourself available for sorting problems etc
Have a put in place structured performance management process that incorporates annual organizational goals and raises – that are tied to performance.
Have you linked pay with performance?
Do you help out employees when work is dependent on other departments and delays arise from there?
Basically analyse problems and then involve employees in getting solutions.
From India, Pune
Managers need to analyse the why's behind non performance.
Is the task excessive?
What is the ability and skill level of the employees?
Simply setting rules and chasing employees is not enough.
As a manager ask yourself have you set a goal for employees clearly and involving employees in goal setting?
Are you micromanaging them or only cross checking progress from time to time and making yourself available for sorting problems etc
Have a put in place structured performance management process that incorporates annual organizational goals and raises – that are tied to performance.
Have you linked pay with performance?
Do you help out employees when work is dependent on other departments and delays arise from there?
Basically analyse problems and then involve employees in getting solutions.
From India, Pune
There is lot of content in Citehr on this issue. You can search for the topics in the search box on the right hand corner. Rules won't motivate but recognition does. You should first find out from the employees as to what motivates them and what demotivates them.That gives you a direction to your action to motivate them- whether you need frame a policy of rewards and recognition or you need to bring about behavioural changes in the team leaders/managers who lead these employees like discussing with them team goals and seeking their feed back and acknowledging their work etc.
B.Saikumar
HR & Labour relations Adviser
Navi mumbai
From India, Mumbai
B.Saikumar
HR & Labour relations Adviser
Navi mumbai
From India, Mumbai
Dear Deepagc,
Welcome to Cite HR.
On the very first day when you joined this forum and posted your query, many of our learned members have recorded their views.
What is the basis of your complaint?
Is it Agreed/ Standard /Comparable with competitors?
Once you get answers to these, you will be in a position to resolve the matter.
Motivation is always good. Even when performances are good, motivation helps.
V.Raghunathan
From India
Welcome to Cite HR.
On the very first day when you joined this forum and posted your query, many of our learned members have recorded their views.
What is the basis of your complaint?
Is it Agreed/ Standard /Comparable with competitors?
Once you get answers to these, you will be in a position to resolve the matter.
Motivation is always good. Even when performances are good, motivation helps.
V.Raghunathan
From India
There is no quick-fix solution to get over the situation. You have to identify the reasons for the current unpleasant situation by yourself or thru an agency having expertise on employee engagement survey. Whatever you decide to do, please do it fast!
From India, Mumbai
From India, Mumbai
Dear colleague,
The issue raised by you is your developer team is not finishing work on time.
One can say this only if there are standards of work fixed and communicated for day's work. Has it been done?
Assuming that you have standards in place , still they are not performing as expected. Analyse the speed of work flow from each table and find out bottlenecks and fix them.
Analyse if there are under currents of dissatisfaction caused probably by low salary as compared to competitor, bad supervision, monotonous work, lack of challenge in the work and lack of reward and recognition systems blended with a fear of punishment if work not done on time and develop strategy to address them one by one or jointly.
In my view, mere framing rules may not yield desired results but proper engagement and lively action and interaction will.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
The issue raised by you is your developer team is not finishing work on time.
One can say this only if there are standards of work fixed and communicated for day's work. Has it been done?
Assuming that you have standards in place , still they are not performing as expected. Analyse the speed of work flow from each table and find out bottlenecks and fix them.
Analyse if there are under currents of dissatisfaction caused probably by low salary as compared to competitor, bad supervision, monotonous work, lack of challenge in the work and lack of reward and recognition systems blended with a fear of punishment if work not done on time and develop strategy to address them one by one or jointly.
In my view, mere framing rules may not yield desired results but proper engagement and lively action and interaction will.
Regards
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
I feel physically spending time with the team as a member of team (even at odd hours of problems at work) would help in knowing their difficulties (salary related / knowledge related / work tension related) to take steps towards solving. we follow the same in production related problems. my experience is, IF YOU PUT YOUR HAND IN THE PROBLEM, IT WILL BE SOLVED BY THE TEAM.
From India, Coimbatore
From India, Coimbatore
Be A leader and not the manager, Involve, understand the ground reality of your employees,Make them part of your goal, don"t give them target which they can not complete.
It may work this way -
First - As leader - Tell your employee - I do, and you see me. (Train)
Second - You Do,- I am with You (Be the mentor)
Third - You Do it alone and tell others also to do - I am always with you.( team building)
Fourth - You guide and tell others to do like You.I am with You All. (People development)
Fifth - Empower and delegate to employees and Lead.
From India, Vadodara
It may work this way -
First - As leader - Tell your employee - I do, and you see me. (Train)
Second - You Do,- I am with You (Be the mentor)
Third - You Do it alone and tell others also to do - I am always with you.( team building)
Fourth - You guide and tell others to do like You.I am with You All. (People development)
Fifth - Empower and delegate to employees and Lead.
From India, Vadodara
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How to Motivate Employees.pdf
How to Motivate Employees.doc
10 Simple Ways to Motivate Employees.pps