Employee
effectiveness relates to the ability to achieve set goals, which should be
directly proportional to that of an organization’s. An organization’s goals are
focused on enhanced productivity, establishing a healthy work environment and
better revenue and profits. but please note Employee effectiveness does not
automatically translate into employee efficiency. In order to assess an
employees’ effectiveness, it is essential that they know what is expected of
them. In a workplace, performing holds more significance than just going about
completing tasks; here’s where efficiency comes into the picture as a vital
measure of an employee’s effectiveness. An
organisation is effective if it achieves its goals. This approach can only
be used in organisations with clearly defined, time-sensitive, measurable
and operational goals. In the literature relating to organisational
effectiveness, it has been proposed that only a few organisations meet
these criteria. Even so, it is difficult to determine an organisation’s
effectiveness without relating it to the organisation’s goals, even if
these are not clearly defined. Broadly speaking, the goal
attainment approach reflects the views about effectiveness of senior
management and shareholders.

Here
are a few approaches you can follow in other to be an effective employee:

vPrioritize Goals

Prioritizing your goals allows you to organize your
objectives and better allocate your time and effort. Try these tactics to
accomplish your goals. Goal prioritization is the process of identifying your
objectives and organizing them based on their urgency, value, and importance.
This process also requires you to appropriately allocate your resources, time,
and effort where they’re needed the most. It’s basically a fancy term for what
you might already be doing: Determining what to focus on first before moving on
to other tasks. One of the few ways in which we can prioritize our goal is
to first identify them we are often tempted to create a long list of goals that
you’re motivated to accomplish, but you’ll need to narrow your focus to be as
effective as possible in your work. It is also important that we measure our
progress which would in turn lead to the realization. How to prioritize your goals at work

Let’s
say you’ve already set your goals and determined everything you’ll need to
complete them. All the parts are in place, so isn’t ranking your goals just an
extra step? Not at all! If anything, goal prioritization is a key piece of the
productivity puzzle. Below are a few steps that seamlessly integrate goal
prioritization into what you’re already doing. This way, identifying important
tasks and setting daily priorities can take up barely any time on your
schedule.

vIdentify a few goals.

To
give yourself a clear picture of what you want to accomplish, try identifying some goals you’d like your company or team to
achieve. These objectives can be a combination of long-term goals that you work
on for the next year (or few years). They can also include short-term goals
that span just a few weeks or months. Either way, write them down! Having them
on paper makes them way easier to reference as you create action plans and
present them to your teams.

vBreak down each goal. 

Once
you’ve identified your goals, you should make a list of the highly specific
tasks comprising them. This way, you’ll have a good idea of what work, and just
how much work, you’ll need to put into accomplishing your objectives. You’ll
also get an overview of how long each task might take. You can then prioritize tasks based on when (or, if recurring, how
often) they must be completed.

vMeasure your progress. 

As
you work toward your goals, you should always track progress. This way, you can
clearly understand where you are in the process now – and look back on
everything later to better plan future work. If you’re clearly behind on your
current goals, you can drop the goals or tasks that fall lower on your list.
Don’t feel guilty – you’re putting your best work into what matters the most.

vKeep yourself accountable. 

Defining
and prioritizing your goals is an important step, but it’s only half the
battle. Once you get to work, you’ll need to remain focused, diligent, and
determined so you don’t accidentally drop the ball. Creating a schedule and
detailed to-do lists can help you stay accountable here. You can also ask your
leadership team to check in with you periodically to keep you on track.

vCut out distractions. 

Sure,
you might not think twice about checking your phone during work, but even tiny
glances take time away from your tasks. Even meetings can be distractions, so
cancel any meetings that don’t serve a clear, strong purpose. If you regularly
hear “this meeting could’ve been an email,” you’re likely having too many meetings. Drop some in favor of directly working on
your goals.

vAlways
use feed back

For many of us,
“employee feedback” sparks memories of uncomfortable annual conversations with
unapproachable managers. In today’s world, however, employee feedback has
evolved into ongoing listening strategies that build trust between managers and
employees. Regular employee feedback results in significantly higher
engagement. The value of positive employee feedback is obvious. It reinforces
the right behaviors, and it is directly linked to increased employee engagement and
productivity. Negative
employee feedback is equally important. When provided constructively, it
reduces negative behaviors and helps employees understand their strengths and
weaknesses. The right feedback, given at a critical juncture, can have a
significant impact on behaviors, skills, and ultimately careers. Feedback that is
constructive is vital to employees'
ongoing development. Feedback
clarifies expectations, helps people learn from their mistakes and builds
confidence. Constructive feedback
is one of the best things managers can provide to their employees.

vMeasure
earned performance

performance
measurement is used to motivate employee to make decision beneficial to both
employer and employee this is done base on controllable factors which are the
component of the organization for which an employee is made to align objective
of the management and the goals of the organization. Here
are a few ways to measure and evaluate employee performance data: Graphic
rating scales. A typical graphic scale uses sequential numbers, such as 1
to 5, or 1 to 10, to rate an employee's relative performance in specific areas.

vAgree on a
Schedule

Flexible schedules benefit both the
employer and employee in numerous ways. And though it may represent a massive
shift in how you’ve done things before, embracing flexible scheduling
now will help you succeed in the future. There are some benefits of effective employee scheduling


  • Maintain high employee satisfaction and
    loyalty

  • Ensure quality customer service

  • Create profitability

  • Comply with all applicable labour laws