With One Simple Habit Increase Staff Productivity

Information Technology have become critical and an integral part of any organization’s transmission, and indeed it is difficult to thought any modern band effectively and efficiently delivering without IT.

In the present economic context, IT departments operate with reduced funds while striving to deliver better works.

In today’s highly competitive and rapidly changing global markets, it is increasingly important to maximize productivity of Information Technology employees.

This article is a call to pause and reflect on the importance of motivation and how best to create a highly motivated and therefore most productive IT workforce.

Motivation is defined as the reason or rationales that someone has for acting or reacting in a specific action or the general hunger or willingness of someone to do something.

It renders the rationale for why people’s acts, inclinations, and needs.

Managing IT personnel is defying, and when motivational tools that are available to the managers may be limited, there is a need to seek proficient methodology and styles in order to keep hires motivated.

When you understand the thinking and behavioral thinking of hiring and the employee understands the policy and objectives and the value of their contribution, then you are able to maximize their rage and engagement and rapidly keep it moving the same counseling.

One of the most effective methods of supporting positive feedback is by “Motivation through recognition”.

One of the primary characters of managing the is to district and define the study objectives and operation, and determine strategies to achieve the territory aims with scarce assets.

In a better environment where there is a continuous drive to do more with less, it is easy to focus on what is broken and try to fix it and cause less important on pointing out where employees are doing well.

Having an employee work for an organization for many years should be considered an asset to the workplace, but can you suspect vanishing a full time without receiving any type of identification?

It is essential that employees feel that they are valued for the labor because this is producing and that by recognizing their achievements their payoffs will go beyond productivity by making them detect part of the solution, part of the program and success of the organization as a whole.

Recognition should focus on an employee’s contributions and efforts and not focus only on how long they have propped the position.

If the government had done a good job, let them know that on the spot.

While building the recognition curricula, we must always will be recalled that in a multicultural home, there is a need to recognize that individuals imagine problems and solutions from different perspectives and that consideration and respect needs to be made for the variety of approaches.

Having a vision that is malleable and fosters employees to come up with new ideas is a knowledge of a good manager.

Good-for-nothing will cause individual employees more than knowing that he or she has contributed something unique that has changed an coming in a positive way.

By leveraging an efficient identification planned within the organization managers could escape one other issue, employee turnover, which is expensive and slows down productivity.

Business with acknowledgment curricula have a lower voluntary turnover.

Gratitude is one of the best available different forms of establish and hit that rely from works. Increasing works for their work and letting your employee, mention, take free rein over research projects, is one of the non-verbal different forms of establishing recognition( you have trusted them to do their job ).

Good productive employees need to feel valued at work and there really is no such situation as “too much recognition”.

If you really want to increase productivity and keep your employees, cause them through recognition. That simple-minded validation has the power to exponentially raise productivity in the workplace.

Below is the Cost-benefit analysis of employee recognition as stated in the article “Why employee recognition is so important – By Kim Harrison”.

“The cost of an acknowledgement method is quite small and potential benefits are large when implemented effectively. Meta-analysis conducted by the Gallup Organization of the results from 10,000 business sections in 30 industries noticed [a meta-analysis is the statistical analysis of results across more than one study] :


  • Increased individual productivity – the act of recognizing desired attitude increases the repetition of the desired action, and therefore productivity. This is classic behavioural psychology. The reinforced action supports the organization’s mission and key act indication .
  • Greater hire contentment and gratification of operate – more time spent focusing on the job and less hour grumbling .
  • Direct act feedback for individuals and units is added .
  • Higher patriotism and satisfaction tallies from purchasers .
  • Teamwork between employees is increased .
  • Retention of quality hires increases – lower employee turnover .
  • Better safety enters and fewer accidents on the number of jobs .
  • Lower negative effects such as absenteeism and stress .


  • Time spent in designing and implementing the program .
  • Time taken to give recognition .
  • Dollar costs of the recognition items handed .
  • Time and cost of learning parties how to give recognition .
  • Overheads of introducing a new process .

In conclusion, it is clear that identification is a critical component of any organizational workforce strategy.

By encouraging and supporting successful approval traditions, administrators can improve delivery of their mandates, which results in a more effective workforce.

Developing incitement and furnishing recognition to employees are relatively simple and inexpensive programs.

Hires are motivated by different factors and overseers should get to know their employees and adapt the ways in which recognition and motivating are provided to each individual.

When efforts are made to create caused teams and corroborate acceptance, work commitment to the organization and reason are more likely to increase.

Four Motivational Mantras :

“Always treat individual employees precisely as you want them to treat the very best customers.” – Stephen R. Covey, columnist of The Seven Habits of Highly Effective People .

“To win in the markets you are required prevail in the workplace.” – Doug Conant, Fmr. President and CEO of the Campbell Soup Company .

“An employee’s motivating is a direct result of the sum of interactions with his or her manager.” -Dr. Bob Nelson, Best Selling Author and Motivational Speaker .

“People work for fund but move the extra mile for identification, admire and rewards.” -Dale Carnegie, Leadership Training Guru .

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