In my previous post I mentioned the two sides responsible for work efficiency — organizations and individuals. As I already covered organizations, let’s see what we mean by individuals.
First and foremost, employees should be responsible for the efficiency of their work themselves. They must pay considerable attention to self-education. The managers, in turn, must assist them by providing coaching and consulting, and by preparing personal development plans. The main challenge that managers and the whole organization will face with an efficiency measurement system is how to appropriately respond to low performers once they have been identified by the system. Luthans and Kreitener (1975) defined the following five steps of behavior modification:
1) Define critical behavior—what individual processes should be modified?
2) Measure the frequency of the problem—get clear evidence of the existence of the problem.
3) Conduct functional analysis—define what stimuli caused the behavior and/or what kind of reward or punishment influenced the behavior.
4) Develop and integrate a correction strategy—it may include positive or negative consequences on the performer.
5) Assess the results of a correction—what improvements happened (or did not happen)? What should be done if the correction does not bring results?
Download the Employee Productivity and Efficiency Assessment White Paper for more.
