What comes first, is it employee morale or employee productivity? There is no definitive answer other than to state than when one is present in the organization the other is usually not far behind. What most managers don't seem to understand is that not everyone responds to the same methods of raising morale and productivity. All employees fall into one of four quadrants defined by their levels of commitment and competence. Those employees who have a high level of both are defined as stars and are best motivated by being given more responsibility and by being developed for more senior roles. The second group are named pluggers and these people bring a high level of commitment with a much lower level of competence and are well worth the investment of development as they make great team players. The third and most frustrating group of employees are the talented malcontents who have a very good skill level but a very low level of company commitment. Does this sound like your office? Many companies have them and if left unchecked they can bring those around them down too. These employees need to be motivated and measured and a great development tool for this group is a 360 feedback evaluation. Often we find that this group is not aware of the signals that they send out to those that they work with. The fourth group is nicknamed don't hires and are characterized by low levels of commitment and competence. We suggest that companies use a tool that measures emotional intelligence specializing in workplace competencies. Many companies utilize behavioural based tools not understanding that the benefit goes to the job applicant and not the hiring company.
To find out what seventy (70) HR managers said are the the keys to raising your companies morale please reply to email@example.com requesting the 20-page survey report.