Generally, organizational productivity depends on the employees’ commitment, performance, and attitude. In health practice, leaders should adopt practical mechanisms to motivate and empower employees to ensure they provide optimal patient care. As a crucial organizational asset, employees should remain motivated, engaged in decision-making, and supported through mentorship, leadership, and growth opportunities. Often, leaders should assess employees’ performance and ensure that barriers to a healthy workplace and high performance are effectively addressed. They should also be committed to building a culture that values employees, respects their decisions, and ensures that employees are treated as an essential asset. The purpose of this paper is to discuss performance indicators, rewards and incentives, and a plan for employees’ motivation.
Tasks and Performance Indicators Contributing to Overall Employee Performance
Employees’ performance depends on multiple elements that can be indicated through various identifiers. The first indicator contributing to the overall employee performance on the job is employee productivity and task completion rate. In every organization or unit, employees work to achieve some targets. For instance, nurses must provide care to a specified number of patients daily, weekly, or monthly to ascertain that they are working. Failing to meet the set targets indicates low performance. It can be a measure of distraction, low motivation, or lack of appropriate support.
Other indicators can individually or jointly contribute to the overall employee performance on the job. They include leadership support, employee engagement in decision-making and interprofessional collaboration. Supportive leaders are approachable and empathetic (Bourke & Titus, 2020). They show concern for employees’ needs and quickly respond to current and emerging issues. Engaging employees in decision-making makes employees feel valued and appreciated. They connect more with organizational policies and decisions and readily follow them. As Buljac-Samardzic et al. (2020) posited, interprofessional collaboration promotes team mentality and improves communication. It enables employees to work together to achieve individual, group, and organizational targets.
Employees’ health and well-being also contribute significantly to their overall performance. In the current workplace, the workload has increased, and work dynamics have changed since the COVID-19 pandemic outbreak. Stress levels are high, and health care employees are highly vulnerable to burnout (Yıldırım et al., 2021). High stress and burnout levels indicate poor health and well-being. Such levels precede low productivity, and leaders should develop appropriate mechanisms to surmount their devastating effects.
Identifying an Employees’ Strengths and Skills
Leveraging performance implies converting individual capacity to explicit knowledge to offer more comprehensive solutions to organizational problems. It involves optimizing employees’ strengths and skills to increase the organization’s competitive advantage. Since employees are differently gifted, it is crucial to identify their strengths and skills as the basis for leveraging their performance. An effective method is generally observing employees’ talents and unique skills. For instance, some employees lead others in exercises, solving complex problems, or general activities like environmental conservation. Scanning for broader talents can help to identify specific strengths like leadership that can be further developed through training, role delegation, or mentorship.
Performance appraisal is another effective method for identifying employees’ strengths and skills. Madlabana et al. (2020) described performance appraisal as the regular review of employees’ performance and their contribution to an organization. It indicates an employee’s skills, annual achievements, and overall growth. Through the ranking method, an employee in a workgroup is ranked against others based on their job performance or targeted performance. The ranking can further compare an employee’s performance with previous performance to determine growth or lack thereof. The identified gaps accurately indicate where improvement is required.
Strategies to Improve Employee Performance
Organizations apply many strategies to improve employee performance. The choice of the method depends on employees’ specialties, genders, performance levels, and attitudes, among other factors. Training and development are among the most effective strategies for improving employee performance. In the current health practice, massive changes occur in processes, relationships, and workplace cultures and affect employee’s performan
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