Getting more output from your department

Article Abstract:

The four steps to improving the productivity of white-collar workers in office environments are: defining productivity within the corporate environment, measuring the productivity of the employees, developing operational improvements, and following through with continual productivity measurements. To identify quantifiable productivity measures, managers should ask themselves what would happen if their entire staffs were laid off (what would be left undone). Managers should also consult with employees when targeting improvement goals to ensure these goals are realistic. Once established, the productivity goals should be analyzed to ensure that they reward production, rather than seniority or job title.

Human resource management, White collar workers

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The need for recognition

Article Abstract:

A story is told of a restaurant worker who quit her job because she felt that her efforts were not appreciated. The story is told to underscore the importance of making employees feel that their work is appreciated, especially when they make an extra effort to help with the job. In the story described, the worker's supervisor also quit because the supervisor felt unappreciated by her manager. Managers often feel that the only compliment employees need is a regular paycheck, but this ignores the fact that employees are human beings with feelings and a need to have their accomplishments recognized.

Employee morale

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Counseling the marginal performer

Article Abstract:

There are two approaches that a manager can use to improve the performance of a marginal employee. The first method is the therapeutic approach, in which the employee evaluates their own performance instead of being criticized by the manager. If the therapeutic approach fails, the manager must fall back on the punitive approach, in which the employee is directly criticized, and the manager spells out the corrective action that will be taken if the employee fails to comply.

Employee counseling

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