Home' Trinidad and Tobago Guardian : October 8th 2013 Contents B17
Tuesday, October 8, 2013 www.guardian.co.tt Guardian
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Let us go through some ways which go a long way
in influencing employee s behaviour. It is essential
for managers to guide their team members and
encourage them to behave sensibly at workplace.
Employees need to feel important at workplace for
them to develop a positive attitude and a sense of
loyalty and attachment towards organisation.
Managers need to acknowledge the hard work of
employees. Appreciate them in front of others for
them to feel motivated and perform better even the
next time. They would not only feel good about the
organisation but also encourage others to pull up
their socks and work harder.
Give them correct feedbacks. If the hard work of
employees goes unnoticed, they would never feel like
working and often think of changing their jobs.
Reward them suitably. It is essential to value each
individual s contributions.
Make sure no employee is overburdened. Roles
and responsibilities of employees ought to be as per
their specialisation, interest level and expertise. Job
mismatch leads to confusions and employees even-
tually lose interest in work. In such cases, they often
waste their time in browsing useless websites, chatting
with friends and doing all sorts of unproductive tasks.
Employees need to be aware of the rules and reg-
ulations of organisation. Understand what your man-
ager expects of you.
Remember, you are not a kid who can shout or
roam around at the workplace. Do not forget that
there is a certain way to behave at workplace. You
need to behave sensibly. Follow the office timings.
If your office timing is 9 AM to 6 PM, make sure
that you are in the office till 8.55 PM.
Do not make fun of employees who do not perform
well. Criticising them will not only demotivate the
employees but also make them feel left out. You need
to deal with them intelligently. Sit with them and
find out where they are lacking and what all assistance
they expect from you. Instead of shouting on them,
discuss their problems and help them find a solution.
Find out what all additional skills would help them
deliver better. Let them open up and come out with
their problems. Do not address their grievances in
public. They might not like it and would always hide
their problems in future. Show that you care for
Managers need to sit with their team members
and monitor their performances on a regular basis.
As a manager, if you yourself are not serious, how
can you expect your team members to concentrate
on work? Never badmouth your organisation or clients
in front of your employees. Interact with them as
much as you can. Enquiring about their personal
lives make them feel happy and valued.
Allow them to take some decisions on their own.
This gives them a sense of responsibility towards
work and organisation. Managers should trust their
employees. Grant them decision making rights and
allow them to work on their own within the specific
guidelines. Do not interfere much in their work.
Employees need to have freedom of expression.
Let them speak and express their views and opinions.
They need to have a say in organisation s major deci-
Ways to influence
Employees need to have
freedom of expression. Let
them speak and express
their views and opinions.
They need to have a say in
organisation's major decisions.
1. Task Performers
Such individuals are well aware of their key responsibility
areas and what they are supposed to do at the workplace.
Every individual needs to have some goals in life. Task
performers set targets for themselves and strive hard to
accomplish tasks within the stipulated time frame. Set
a direction for yourself. It works. The roles and respon-
sibilities should be in line with organisation s goals and
objectives. Task performers concentrate on their work,
never lose their focus so that they meet deadlines and
achieve targets on or before time. Such individuals work
in close coordination with clients and customers, train
their fellow workers and try to finish tasks on time with
minimum possible errors. They do not believe in working
alone and prefer working in teams.
2. Organisational Citizenship
In today s scenario of cut-throat competition, organ-
isations need to provide something extra to clients for
them to survive in the long run and outshine competitors.
Remember, mere performing daily job responsibilities
would not help. You need to think out of the box, if you
aspire to reach the top slot within the shortest possible
time frame. Find out what extra, apart from your regular
job, you are doing for the organisation. Managers need
to encourage employees to gain from each other s knowl-
edge and expertise. Help your colleagues. Lend a sym-
pathetic ear to their problems. If one of your team members
is not able to perform a particular task, sit with him,
brainstorm ideas and help him find an appropriate solution.
Show genuine courtesy towards fellow workers.
3. Counterproductive Work Behaviour
Individuals with counterproductive work behaviour
have a tendency to harm their organisation. Such indi-
viduals not only speak ill of their organisation but also
abuse fellow workers and pass lewd comments. They are
often involved in objectionable activities and doing unpro-
ductive tasks which spoil the entire work culture. Indi-
viduals with counterproductive work behaviour are often
indulged in thefts, leaking confidential information, data
tampering and so on. Such individuals need to be dealt
with patience .Encourage them to get rid of their negative
traits, else show them the exit door immediately.
4. Joining and Staying with the Organisation
It is essential for individuals to stay with the organisation
for quite some time. Organisations need to treat employees
with respect for them to stick around for a long time
and do not even think of quitting their jobs. When talented
people leave, knowledge is lost, eventually work suffers.
Talent acquisition professionals ought to check the back-
ground, past track record and credibility of new joinees
to avoid problems later on. While hiring, do not forget
to find out how frequently they have changed in the
Types of behaviour
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