1. HUMAN RESOURCE MANAGEMENT AND SUPERVISION

2. FOUNDATIONS OF EFFECTIVE EMPLOYEE PERFORMANCE
Chapter 4
FOUNDATIONS OF EFFECTIVE EMPLOYEE PERFORMANCE

3. Learning Objectives
Describe special concerns when an entry-level employee is promoted to a supervisory position
Explain basic employee motivation strategies
Describe procedures for building and maintaining effective teams
Discuss the development and management of employee recognition and incentive programs

4. The Role of Supervisor
Supervising, developing, training, evaluating & rewarding
Encourage productivity and quality
Plan for success, communicate, teamwork
Set operation’s tone by the way they treat employees, and through behaviors and attitudes they exhibit
Priority: motivate employees to do their best work
Focus primarily on the “people” aspects of management

5. The Transition to Supervisor
Changing Focus
Working vs. leading
May lose sense of immediate accomplishment & concrete results
Unclear about what they are supposed to do
Must set & monitor standards of quality, productivity and efficiency
Think about the larger picture of the entire operation
Ready , willing and able to assist; not above doing work alongside employees
Must consistently follow all applicable policies

6. The Transition to Supervisor
Managing Employee Relationships
Trust and respect
Must adjust to being a team leader
Right decision for the right reasons
Not be influenced by past relationships with employees
Treating each staff member fairly is essential
Be clear and honest
Integrity-a most important quality
Must build a cooperative spirit

7. The Transition to Supervisor
Gaining Experience
Learn from mistakes and avoid same ones in the future
Understand successful strategies
Consider potential effects before acting
Think before speaking : makes it easier to respond
Consider all options in every situation

8. Employee Motivation Basics
Maslow’s Hierarchy of needs (Exhibit 4.3, p. 103)
Physiological
Safety
Social
Esteem
Self-actualization
Make a good first impression
Financial and nonfinancial rewards
Share the vision
Help employees belong
Create a career ladder
Explain long-term benefits of staying

9. Employee Motivation Basics
Maintain a Professional Workforce
Guard against harassment; zero tolerance for objectionable behavior
Support cultural diversity; reflect the community
Supervise Effectively
Policies administered fairly and consistently
Build a great team and praise it often
Offer recognition, rewards and benefits
Make the workplace fun

10. Employee Motivation Basics
Plan for Success
Clear vision of the desired workplace & a plan to get there
Functional, profitable & quality-based
Employees need to feel good about their work & their role in the operation
Help Employees be Successful
Develop on-going training opportunities
Knowledge & skills for success in current position
Recognize employees potential and help them achieve it
Performance appraisals
Mutually determined goal

11. Employee Motivation Basics
Communicate a Consistent Message
Helps to align work with goals
Employees should not guess operation’s priorities
Clear and frequent about what needs to be done = successful employees
Meetings and information posting
Acknowledge Employees
Recognizing employees as individuals
Acknowledge at the beginning of every shift
Check in and check on
Say goodbye at shift end and offer words of thanks and/or encouragement

12. Employee Motivation Basics
Express Appreciation
Say “Thank you!”
Send a personal note; copy employee personnel file
Publicly express own or customer’s appreciation
Encourages all to work hard to get recognition
Share Information
Satisfies a person’s need to feel secure, valued and involved
Gain employees cooperation for new policies and procedures
Groundwork for asking employees to help solve a problem

13. Employee Motivation Basics
Express Interest
Shows care for employees as individuals and team members
Demonstrates interest about employee work experiences
Be open to hearing perspectives and suggestions
Don’t ask about personal issues; if unsure, don’t ask
Involve Employees
Responsibility, contributions, being creative, growth
Typically produces better plans, resolutions and decisions
Listen and acknowledge ideas even if they can’t be used; do not criticize an employee suggestion
Interested employees can participate in matters that affect them

14. Team Building Simple Teams Relay Teams
Employees who do the same basic kind of work
All must be well trained; if not productivity will be affected
Consistently perform tasks correctly and help each other out
Relay Teams
Work of employees affect others in different departments
Affects customers- even if not serving them directly

15. Team Building Problem-solving teams
If problems too big for one employee or a simple team to handle
Determine problem cause, what can be contributing to it, then resolve it
Cross-functional teams

16. Team Building Building Effective Teams
Allow team members to make decisions
Work improvement strategies, productivity issues affecting goals
Share establishment’s mission
Set expectations & monitor performance
Access to training & professional development opportunities
Encourage diverse opinions, communication, networking & feedback
Reward when successful
Empower team members with authority
Serve as a role model
Provide positive reinforcement

17. Team Building Developing Team Goals Team building
Obtaining information
Planning & organizing
Determining & obtaining necessary resources

18. Team Building Issues that contribute to ineffectiveness
Poor management style
High turnover
Failure to maintain team priorities
Members do not understand mission & goals
Decisions made without much team input
There are few accomplishments
The level of trust is low
Members blame each other when problems arise
There is little diversity on the team
Solutions depend on type of team

19. Employee Recognition & Incentive Programs
Purpose
Motivate employees
Publicly express appreciation and acknowledgement
Reward for meeting a specified goal
Planning Successful Programs
High but realistic; clear goals to achieve
Understand what to do to succeed and must believe success is possible
Outline eligible participants and tracking methods
Determine behaviors & accomplishments to be recognized
Reward quickly or program loses focus

20. Employee Recognition & Incentive Programs
Planning Successful Programs (continued)
Implementing the program
Announce it during a meeting
Post information
Explain details; verify employee understanding
Rewards and celebrations
Reflect effort employees must expend to achieve
Publicly recognize efforts and accomplishments of all who participated

21. Employee Recognition & Incentive Programs
Evaluating the program
Did it motivate most or all?
Did the employees like the program?
Benefits worth the effort and expense?
Anything that could have been improved on?

22. Employee Recognition & Incentive Programs
Awards
Service Awards
Employee-of-the-Month (quarter, year)
Nominated by peers or managers
Significant reward of money, gift, and/or perk
Sales and Productivity Awards
Customer Satisfaction Awards
Safety Awards
Longevity Awards