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Why The Supervisors Need To Give Their Employees

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Managers and supervisors need to provide their employees with continual feedback in order to boost the employee attitude and confidence. By showing employees that you care about them will mean a lot which will increase employee productivity. Managers can provide emotional support to their employees by showing that they actually care for their employee’s well-being. Also making employees feel comfortable to come and talk to their manager about anything, this will also increase productivity and build trust (Teckchandani, & Pichler, 2015).
Managers should spend time getting to know their employees in a one on one basis because it help manager to broaden their horizon that allows them to communicate to different people on different levels. It is important for management to give informal feedback to their employees because they want to build …show more content…

On several occasion employees do an excellent job or go beyond the scope of their job duty every day and no one even notice ort tell thanks for the work they do on a daily basis. So management to tell the employees thanks you for a job well done. Managers need treat employees with respect and dignity. They need to know that they are not talking to children all the time.
The organization need to take more imitative when it comes to the employee’s well-being by implementing more programs to help them strive within the company. Employees wants to advance within the company so the organization needs to create programs to help those employees to advance. Performance appraisal need to be complete on time in order to avoid any disgruntle employee. When employee performance appraisal is not completed on time the employee feel a sense of neglect from their supervisor that they do not care enough about them. These type of feeling leaves an employee to look for employment elsewhere the feel they are

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They achieved less than 64% when the target is set at 75%. In order to achieve the results that the company wants, they set goals. These goals were to reengage employees by increasing investment in training and development, renewing the organization’s IT infrastructure and providing employees with growth opportunity by focusing on new areas. Also, the company looked into the process for conducting employee performance reviews; as a result, it clarified the process. Their goal is to focus on ongoing employee coaching, and provided employees with on-line training and support materials to help them improve in areas identified in the performance reviews.

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This can be achieved by scheduling days for company outings, which gets everyone in a more friendly environment where they can relax and be themselves. By doing this, you can interact with people on a more personal level, and get to know them better. As everyone knows, you are typically a different person outside of work compared to your demeanor while on the clock. This act of getting your employees in a less stressful environment, gives them the opportunity to open up to one another and learn about each other. When you know someone on a personal level, you can better understand what makes them tick, as well as what rattles their cage.

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And to collect points As well as customers to fill out a comment form. To be used to evaluate the performance of employees. Although you may use the above method to evaluate the 10 employees already. Do not forget that good employees, not just those who work brilliantly. But also to consider the moral and ethical person, so it would be nice to bring the company to progress further.

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Employees are encouraged to provide feedback to the organization through opinions and creative ideas (Cheretis & Mujtaba, 2014). This allows the employee to be an intricate part of the decision making process which allows them to feel important to the company’s success. Employees should be satisfied with their job, support management, and

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Below is a list of the changes that will be made to this organization to improve overall employee satisfaction and efficiency with job descriptions. “Since performance evaluations provide management with essential information for making strategic decisions about employee advancement, retention, or separation” (pynes pg 304), it is important for employees to receive feedback from their supervisors and be allowed to have a voice in their future within the company as well as being proactive in improving their work environment. Future training, development, and education can be discussed at these performance evaluations. The objective is to keep an open communication with employees and make sure their needs are being met as well as the expectations of their supervisor.

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Feedback could be non verbal and verbal. This communication process is very important because it organizes how a message can be sent, seen, and delivered. Feedback also is very important because it can alter how businesses, and peoples’ communications with each

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The system needs to be productive or it will be a waste of money and time, this makes a virtual as a potential to refine employee’s performance. The performance appraisal will lead to a behavioral change when an individual accepts the system (A. Elverfeldt, 2005). The system used in performance appraisal has the roots and become more powerful in almost all the organization through the world. These are the assessment of the performance of an employee or employer, whom one is concern about (D. Goel, 2010). According to E. Lawler, G. Benson and M McDermott, 2012 performance appraisal is a censure powe of management practices, criticism ranging from an extensive waste of time to their having a negative impact on the correlation between managers and their subordinates.

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