As an HR manager, molding the policies of your organization can be vital in driving efforts of your employees, in the right direction. There should be a rapport between the employees and the organization’s culture, for workforce to reach its optimum potential. Work culture should neither be too stringent nor too flexible if desired objectives have to be achieved. Productivity of an organization relies not solely on the hard-work of the employees, but also on the quality of work and motivation behind it.
As HR managers, you might feel the need to be a little pushy and strict in dealing with the employees to maintain regulations set by your department, which is all very well. However, a worker is never going to be productive if there are no rewards in the form of appreciation, appraisals, and there are some channels in place to communicate with their bosses to discuss their needs and wishes. Instead of nagging the workforce to achieve the set targets, assessment and reward could be an effective manner of getting them to improve in their work practices, and to make them feel inspired to work harder and effectively. If the policies of the organization are not compatible with the workforce, it could be detrimental to their performance.
Feedback and assistance on your part is important for anyone working under your supervision, for them to make their best efforts in achieving the objectives. Feedback illuminates the potential for improvement and also, it acknowledges their successful efforts and achievements thus motivating them to keep giving their best. It validates their good efforts, and also helps direct their energy properly, with the right approach and by following the principles of the organization. You should not neglect their faults, but never hold yourself from pointing out their efficacy.
It is important to ensure that the policies regarding appraisals and bonuses are transparent to the employees, and they are followed equally being followed with everyone. Money is an important element in rewarding the workers and appreciating their efforts. Allowances must be just and considerate. Financial perks and incentives should be proportionate to the contributions of the employees so that no one finds the policy to be unfair.
Workers who have joined recently tend to be more impatient about progress and change, than the ones who have been in the organization for a longer period. Older employees work harder and with much fervor, but they also expect promotion or some positive change in their position, and financial perks. They also appreciate such gestures of the company, rather than the ones who have already been a part of the organization are near the completion of their tenure.
Just creating work policies is not the sole responsibility of HR department, it is to conduct timely surveys and discover engagement level of the employees, finding their issues with working hours and coming up with various suitable arrangements. Supervising the leadership approach of the respective mangers of their teams, and realizing the prevailing attitude of the workforce by the HR Manager comes under one of the important responsibilities to empower the organization for better results.