Struggling to Boost Research Team Efficiency? Tried Motivation and Recognition Already?

Hi All,

I need some tips to increase the efficiency of my employees in the research field. We have already implemented motivational programs and recognition plans, but they have not yielded the desired results. Please guide.

GS

Hi Gunjan,

I believe an incentive system is the best approach; setting performance slabs can be effective. Alternatively, providing a comfortable workspace can enhance employees' efficiency and productivity. I am skeptical about the effectiveness of motivational programs as they may only offer temporary motivation. Individuals may feel motivated during the program but often forget once they return to their daily lives. It is crucial to demonstrate the benefits of assigned tasks, acknowledge even small achievements by employees, as this can boost their motivation to work and perform better.

When assigning tasks, maintain a "You can do it" attitude. If you need further assistance on this matter, please let me know.

Thanks!
Regards,
Priyanka Vinda
HR

Hi, Gunjan.

Some of the best ways to improve employees' efficiency are to create interest in the work they are doing. This interest will lead to a stress-free and pleasant working environment. Evaluate and give them the work they like or motivate them to enjoy the work you provide. Training and rewarding will play an important role in improving efficiency.

Hire the right talent. Brief them on their responsibilities; don't deviate from what they have been asked to do. Give them whatever you have promised during the interview. Measure their performance with the right tool and not through word of mouth. Let them do their work; let's not create an atmosphere of tension.

Above all, remember to "Value them as humans" and "Treasure them as assets" and let them know that you are doing so. :-P:icon1:

Dear All,

Yes, it is true that defining KRAs and goals for each employee and monitoring their progress against them is the best method. Most organizations follow performance appraisal based on these KRAs and goals only.

I have a few queries on this. Can you please share your thoughts and clarify?

1) First of all, defining "PROPER" KRAs/goals is an important task. It may be possible that a goal, which is almost achieved, is set as the targeted goal to show better performance. How can we overcome this? Is there a better way to measure/evaluate the goal technically?

2) Sometimes, I feel that defining goals and performance appraisal strictly based on them may restrict or confine the area of work, i.e., setting boundaries to their thoughts and creativity. For example, a person may have a very good idea in another area of their department not defined in their goal. This might lead to a feeling of why they should spend time on something that won't be seen or acknowledged as their achievement. Another common tendency is that during performance appraisal based on records, even the smallest tasks are tried to be measured, which might hinder creativity.

How can we overcome this and provide freedom to think and act so that creativity improves?

3) I have observed that during performance appraisal, most people spend time analyzing data to measure their improvement against goals. Efforts are often made to showcase the best with nice presentations and write-ups. Is it technically possible to ensure that self-appraisal is not exaggerated or underestimated?

Regards,
S.S. Acharya

Hi Dharmender,

I wish a Happy Holi to you and your family. How are you? We want LLR update if you have it.

Regards,
Mukesh Sharma

Dear Mukesh, S Acharya, Dharmendra, Ash Mathew, B K Bhatia, and Priyanka,

Thank you all for guiding me. In my organization, every employee is assigned multiple tasks according to their competency. However, when it comes to appraisal time, they tend to compare their performance with colleagues who handle different tasks along with one or two similar tasks to theirs. This comparison often leads to issues as employees may seek recognition beyond what they truly deserve based on their own analysis or comparison with their peers.

The situation is quite complex, and merely convincing or communicating may not be sufficient to address it. We are actively working on finding solutions, and I invite any of you to share your ideas if you have any. Your input would be greatly appreciated.

Regards,
Gunjan

The efficiency can be improved with continuous evaluation. Use some method for evaluation. Identify the key areas where improvement is required. It may be very simple, and you may think it is silly. Give proper responsibility and convey that the work area is crucial for the success of the project. Appreciation should not be forgotten. Give a chance for self-correction and convey the message that they are the leaders in their work. Take everybody into confidence before implementing any burdens on the employees. Try some of the above! Good luck.

Canute R