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Article By: Jabatan Keselamatan dan Kesihatan Pekerjaan

Source: Kementerian Sumber Manusia

 

Regardless of the type of business, among the factors that determine success are diligent, productive and reliable workers. An employee as a human capital of a company is a factor in determining whether a company is making a high profit or otherwise, regardless of the type of product or service it produces. The firm's productivity is guaranteed if the workforce is fully focused on the task. In English it is said to be engaged.

Productive staff development involves a non-quantitative factor, but that is what arouses the spirit and desire to work hard. Employees who do not have this spirit will not feel loved or committed to their work and organization. If the firm does not seek to develop this spirit of perseverance and commitment, the level of productivity and subsequent performance of the firm will be affected.

What causes some organizations to build high morale and focus while others fail to do so? The answer lies in the extent to which employers are able to meet the needs of employees such as income that is appropriate to their qualifications and skills as well as protection and career safety. In addition, employees also want opportunities to advance in their careers and services and their contributions are recognized.

Productive workers need to feel comfortable working, in a favourable environment. Employees need to be confident that management is concerned and effective in maintaining their well-being and career development. Any dissatisfaction they are paying attention to and resolved reasonably.

For example, an employer who practices a caring attitude will not continue to punish an employee who has made a mistake. Mistakes need to be seen as a self-learning opportunity towards higher productivity.

All you have to do is reprimand and ask the employee not to repeat the mistake. With such actions, employees will be committed and loyal to employers who have shown a tolerant attitude toward them. Workers will be aware that employers are aware of their interests and this will inspire intrinsic (internal) motivation to work well.

Efforts to attract employees to focus their day-to-day work should be carried out continuously. Ongoing strategies for creating a vibrant work culture will enhance employee performance, achievement, and organizational improvement over time. Such a culture will give birth to workers who are actively engaged in active, cheerful, and fast-paced tasks.

Productive workers have the right integrity and attitude towards the job. The worker will work towards excellence. They are steadfast in facing challenges and obstacles with a positive attitude, not arrogant or quick to satisfy. They are loyal to the organization, practice meritocracy, and want to learn constantly and keep up with the technological developments so as not to be redundant.

There are several ways to develop a group of workers who are engaged. Among them, hiring is appropriate. Employment is a very important matter. Employees must have the appropriate qualifications, talents and attitudes for the organization.

Their skill set must meet the needs of the business. In addition, some interesting incentives are provided by employers, such as promotions and salaries, bonuses, awards, and so on, so that the persistence of workers remains throughout their careers and does not fade half way.

Employee persistence has to do with productivity or business. Employees will be most diligent and committed if they are trusted and they can monitor and measure their work performance. Therefore, employee productivity should be systematically measured and employees are aware of this assessment.

The employee productivity evaluation system should be clear, consistent and regular. Achievements are communicated to employees by management from time to time. In this way, employees know that they are being monitored and monitored. They will work harder to show good performance.

Workers will be focused when the goal of business achievement is in line with the goal of self-achievement. For this purpose, efficient communication between employer and employee is important. Employees should be provided with guidelines and all information about the work they are doing. Workers also need to understand all the routines and processes of the work so that employees are clear about how their efforts and perseverance influence the achievement of the firm's business goals and priorities as well as the outputs they produce.

Workers should also be supported in carrying out their duties. Guidance and guidance should be easy to obtain. This will reduce stress. Supervisors should be able to help if employees are having problems, especially technically.

If new technology is introduced, training to use it should be enough. The difficulties encountered in relation to the new work process must be given due attention by the employer.

The nearest supervisor must apply the principles of emotional intelligence in relation to the employee. Supervisors must be able to interact well, respect and understand employees, and be aware of employee duties and constraints.

Supervisors should show that they really care about employees, and listen to problems and be willing to accept their ideas and suggestions.

A strong workforce culture will only be achieved if the management of the economy improves their own performance in leading the workforce. Employers who trust employees will find that employees will also have confidence in their employers.

Employees must be confident that their employers will protect and protect their interests in all aspects. These include salary packages and promotions, as well as overall welfare such as health dependents, recreational facilities, etc.

The management should respect all employees in the organization regardless of their position. The ideas, views and volunteer efforts of the workers are acknowledged and appreciated. Free time and employee leave and family commitment are respected. With such concerns, employees will be able to do more than they are responsible for by including their added value for the benefit of the firm.

Date of Input: 18/09/2023 | Updated: 09/10/2023 | faiz_suparman