Employee Engagement, Featured

6 Ways to Transform Employee Performance in the New Year

If you’re on the hunt for ways to spark employee performance this year, look no further. Here are some proven ways other managers have led the way to higher productivity returns on employee investment.

1.) Training + Certifications

Are your employees stuck in a growth rut that might be filled in by a little training? Whether it be a formal class at a brick and mortar location or training via a more relaxed online venue; whether it’s 1:1 training taught by you or an expert in your organisation; or group training facilitated by a savvy corporate trainer, finding ways to stimulate staff beyond their day-to-day knowledge scope can convert to increased productivity and performance results.

Further, offering to invest in employees’ continuing education and advancement through industry-specific credentialing may boost your employees’ confidence and initiative, which can convert to more sales, higher levels of production and improved customer retention. As well, highlighting newly-credentialed team members’ bios and profiles to prospects may boost marketing initiatives.

Moreover, credentialing institutions continually evolve and offer next-generation certifications. So even those employees who have attained credentials in the past may be due for a refresh or more advanced investment to recharge their intellectual batteries.

2.) Coaching + Mentoring

If you don’t have a formal mentoring programme, then you may want to outsource the job to a professional coach or mentor. However, if your organisation currently has a programme or has leaders interested in actively participating in such a programme, then consider which employees may benefit from some 1:1 coaching. By matching employees with right-fit mentors; i.e., considering culture fit, etc., you may turn a dormant employee into a full-bloom productivity powerhouse that adds to the landscape of your company in unforeseen ways.

3.) Tie Compensation to Client Retention

Employees whose compensation may not tie directly to sales or other commissionable roles, may feel disincentivised to go the extra mile in their job. Simply keeping their job or avoiding a bad review is not always incentive enough to create added value to other employees who in turn may be directly serving the customer.

Consider adding a layer of incentive for roles with indirect customer impact. Ensure bonuses or other financial rewards extend beyond the sales or marketing team into the support personnel who toil away ensuring quality and timely results. In this way, you can improve performance by developing a culture that cares about customer service and team goals.

4.) Promote Employees to Management Roles

Even if you don’t see an immediate leadership gap in your current structure, you may in fact have needs you’re currently overlooking. In other words, by assessing your own day-to-day and that of your team, you may unearth opportunities to promote a non-management or non-executive level team member into a leadership role, enabling you to hand off some of the work that is bogging down you and others from initiatives that may serve to grow the company more quickly, and/or at a higher rate of return.

5.) Empower Your Employees

If your front desk manager must check with you continually for permission to do anything that isn’t clearly spelled out in the training manual, then it may be time to loosen the reins. Enabling them to make decisions in the moment may have impacts that reverberate into revenue growth.

For example, if a customer is unhappy and the front desk manager is the only one readily available to resolve their issue, then empowering them to act versus having to put the customer on hold, or worse, asking them to wait for hours (or longer) for resolution, may not only impact their immediate satisfaction, but also could impact future sales revenue.

6.) Visit Them Regularly

If you lead from afar from a remote office, then you may not often see the people whom you manage. This can have its advantages for both you and the employee. You are unencumbered by the day to day physical management of your staff; likewise, your remote employee may feel more empowered and less micromanaged.


That said, long periods of time without boss-employee face time can lead to feelings of drift or rudderlessness. While you may keep in daily touch through email or Skype or other methods, there’s nothing like actually being present in a face-to-face scenario. Whether it’s once a month, once per quarter or twice per year, make sure your planning includes face time with your staff to ensure they feel supported. You may learn more in one in-person visit than you did through months of email that in turn may convert to actionable solutions toward increased productivity.

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