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Enter your email address to subscribe to this blog and receive notifications of new posts by email. What are the key workplace factors that help determine an employee's level of performance in the workplace?
An employee's workplace environment is a key determinant of the quality of their work and their level of productivity.
The most important of these workplace environment factors that either lead to engagement or disengagement are shown in the following diagram. Employees are involved in setting meaningful goals and performance measures for their work. The role that the employee is required to perform is consistent with their expectations on joining the organization and any subsequent training. The organization constrains the variability of how work is actually performed through documenting processes and communicating such expectations to employees.
The organization has determined what motivates its employees and has set up formal and informal structures for rewarding employees that behave in the way required.
Immediate supervisors act as advocates for employees, gathering and distributing the resources needed by employees in order for them to be able to do a good job and providing positive encouragement for a job well done. Skilled and respected people are available to employees to help them perform better in their current role and to assist them develop further into a future role. Time and material resources are available to employees, enabling them to perform to the best of their ability.
The work environment is set up so that templates, guides, models, checklists and other such workplace aids are readily available to help minimize error rates and customer dissatisfaction. Paying close attention to the above workplace environment factors will heighten employee motivation to apply their skills and hence improve your workplace productivity. The above factors are also important for getting the most out of your organizational change programs. Apply the eight key factors for driving success and then use our tools and templates for measuring and reporting benefits. Communication skills are often listed in the top 4 job skills predicting both employer and employee satisfaction (or disatisfaction). Additional to diversity of background and personality is the fact that everyone in the workplace has his or her own style of communication and the ability to hear and understand what the other person is saying, as well as get our own point across, is what effective communication is all about. Equally important is that we recognise communication comprises of both verbal and non-verbal ‘conversations’ (think body language or electronic communication).

Making the goals and actions of the organisation and senior leadership clear to workers by communicating key activities, issues and developments to employees and developing policies that facilitate transparency and openness. Assessing the needs of employees and involving them in the development and implementation of effective workplace practices. Using multiple channels (for example, print and electronic communications, orientation and trainings, staff meetings and public addresses) to communicate the importance of a psychologically healthy workplace to employees. Leading by example, by encouraging key organisational leaders to regularly participate in healthy workplace activities in ways that are visible to employees.
Communicating information about the outcomes and success of specific healthy workplace practices to all members of the organisation. Brilliant ideas go nowhere unless your people are aligned, collaborative, and team-oriented. Any time you hear the popular song, you can’t help but smile, wiggle in your seat, or just go full on in and start dancing and singing! Would you be extremely excited to get dressed, head out the door early, and be that employee who busts a move walking in the door each workday? Take a moment while your lunch is heating up or while waiting for copies to print to ask someone how their weekend was or if they have big plans for an upcoming holiday. She is an Energetic Public Speaker, and workshop presenter who enjoys laughter as a way of connecting with others, be it friends, family, or good ol’fashioned strangers in the community. How well the workplace engages an employee impacts their desire to learn skills and their level of motivation to perform. You can use an engagement survey from a reputable employee survey company to measure how motivated and satisfied your employees are with their day to day responsibilities. This can be done informally between the employee and their immediate supervisor or as part of an organization's formal performance management process. This consists of both positive feedback on what the employee is doing right as well as feedback on what requires improvement.
The organization's role expectations are typically reflected in formal documents, such as Job Descriptions and Role Specifications. The organization verifies on a regular or random basis that the work is actually performed in the way required.
Rewards may consist of a mix of internal rewards, such as challenging assignments, and external rewards, such as higher compensation and peer recognition.
Supervisors display the interpersonal skills required to engage employees and enhance their self-confidence.
Individual workloads and organizational systems and processes do not hinder employees from applying established skills or from practicing newly learned skills.
Taken together, they form a powerful coalition for maximizing the motivation and productivity of your employees.
To find out more about increasing the effectiveness of your training programs using these factors, check out our toolkit and guide.
For help in translating change initiatives into real organizational performance gains, check out our toolkit and guide.
Research has shown that effective lateral and work group communication leads to an improvement in overall company performance. When managers listen to employees and respond, employees feel seen and heard (not just a number); this leads to an increase in employee job satisfaction.
Studies have shown that even after retrenchments, companies that have excellent communication are able to retain the surviving employees.

One of the many positive benefits gained from well established organisational communication is an understanding of the company culture, the company’s goals and its vision. Good communication leads to an improvement of one’s own time management well as the ability to keep staff focused on deadlines. Whether because of a lack of involvement with the topic, distractions or differences in opinion, one of the most common barriers to communication is poor listening skills. Non-verbal signals (especially negative ones) have the potental to block effective communication and damage relationships in the workplace. How many times have you seen the same email covering the same information but from a different sender?
Even when all parties share the same first language, words can be misunderstood and misconstrued. Communication vehicles may include employee surveys, suggestion boxes, individual or small group meeting with managers, and an organisational culture that supports open, two-way communication.
A close consideration of each of these factors is also very useful in ensuring that employees apply the skills they learn during training programs once they return to their workplace.
The key here is that each employee is actively engaged in the goal-setting process and takes ownership of the final agreed goals and measures. The feedback is objective and delivered with the appropriate interpersonal and conflict resolution skills and can be a mix of both informal feedback and feedback delivered as part of a formal performance management cycle. These expectations are consistent with tasks allocated by the employee's immediate supervisor.
Either way, they possess the necessary facilitation skills to assist employees develop and apply new sills.
What actions are you taking now to capitalize on these crucial factors for optimum performance in your workplace? In the workplace people of different backgrounds and personalities interact on a daily basis; the ability to effectively communicate becomes critical to the success of the department and the company. It has also been discovered that employees who were graded as highest in production had received the most effective communication from their superiors.
In addition, it leads to improved relationships between colleagues as well as between managers and staff.
When employees have too much information to process they will simply start ignoring some of them (chances are these will be the ones containing critical information).
This creates confusion for the receiver of the message which may lead to the message being ignored. Many times it’s down to a difference in approach stemming from different beliefs and customs. Tending to the structural and interpersonal aspects of each of these factors enables employees to apply the required skills in a consistent and habitual way.
It’s extremely important to understand, that in any situation, especially ones in which our moods can be extremely impactful on others, that we check ourselves to ensure that we are communicating in a way in which others can respectfully and positively communicate with us.

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