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4 More ways to boost employee performance

Effective people management isn’t simply about getting employees to do what you need and expect them to do. It’s about creating a work environment that supports and brings out the best in people, which has direct impact the quality of their work. At the end of the day, happy employees are generally productive ones too.

In a previous blog we shared four ways to effectively manage staff to help them do well in their work. In this blog, we take a look at some extra tips on how to boost employee performance.


Whether it’s someone who works in your accounts department or a person who spends each day working with their hands, each employee has a unique set of skills, strengths and characteristics that they bring to your business. This doesn’t only relate to how efficiently they get their work done, but also refers to how well they work with people, problem solve, manage conflict, or bring order to what would otherwise be a chaotic space.

According to this AtmanCo blog, a job description alone does not ensure an employee is a good fit for their work role – their strengths and character also have to be consistent with the work they’ve been hired to do. Nothing demotivates or hinders employee performance more than being over skilled or under qualified for a particular job. This is why finding out what makes each employee tick, along with discovering ways to encourage them to give their best is so important. Beyond their job fit, employees also need be a good organizational fit – they need to be able to work in an existing team, and under your unique managerial style.

There are many tools that can be used to help employees discover their unique strength sets. One is the Gallup Strengths Center Clifton Strengthsfinder test. Another is the Myers–Briggs Type Indicator (MBTI) Personality test. Each job should also have some form of entrance test that gives managers a better idea of the overall competencies of the people they’re working with.


No one wants to work for a business that doesn’t have their best interest at heart. Employees need to know that decisions being made and processes being followed are not only good for the company, but also good for them. The more your employees can see that the success of the business directly correlates with their own well-being, the harder they’ll work. They’ll also be more likely to stick with you through hard times as they have good reason to be loyal.

Don’t be unrealistic in your expectations, cut them some slack when they need it, ensure the quality and safety of their workspaces and provide them with rewards for work well done: these are all examples of simple, yet effective ways you can show your employees how valuable they are to your business.


This Business Daily article maintains that employee performance is boosted when you allow them to set their own strategies and goals and then let them do the work to achieve these. A manager’s role is to equip employees with the tools and resources they need to do their jobs, help them set clear deliverables and deadlines, and then to get out of their way so they can make it all happen.

This brings us to our next point: the power of goal-setting in boosting employee performance. Every team needs a clear vision to work towards and a proper understanding of how they can help the business achieve its vision and goals. Don’t neglect to make these clear and to talk about these business goals regularly.


Even though we all know how important communication is for the effective running of a business, it’s still quite easy to get it wrong. This Entrepreneur blog maintains that effective communication with your employees “takes effort, repetition, thoughtfulness and most importantly needs to come from the heart”.

The things you need to repeatedly communicate to your employees (and allow them to communicate with you about) include:

  • – Feedback about their work performance.
  • – Discussions around what isn’t working and what can be done to improve it.
  • – Two-way conversations around their work goals and what can be done to achieve them.
  • – Updates on any new business goals or shifts in company vision they should know about.
  • – Catch-ups on any challenges they are facing and what you can do to help them.


Help each of your staff members to find their fit within your company, keep your door open for face-to-face time, help them set clear and achievable goals and let them know that you care about their success within your business. In doing so, you will be well on your way to running a happy and productive workspace.

Image Credit: SMP

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