The success of an organization is determined by many factors. Responsible and satisfied employees are able to perform work in a larger volume and better quality than those who see the mistakes of the management and systematically feel its indifference. By reducing the number of irritants at work, you can get more out of your staff. Comfortable working conditions, timely payment of wages, social guarantees and a strong corporate culture have a positive effect on the mood of employees, provoke initiative and the desire to improve the quality of goods or services provided by the company.
The use of a flexible work schedule makes it possible to bring entrusted matters to their logical conclusion without looking back on time. The advantages of such a schedule are explained by the fact that it is impossible to "adjust" all members of the team to the generally accepted norms of labor organization. Some of the workers, according to their "internal clock", are classified as "larks", some - to "owls"; it is convenient for someone to work remotely and provide results by e-mail, while for someone the office environment is ideal for maximum workload. Certain responsibilities are associated with trips outside the organization, which allows you to change the exterior and take a break from the hectic office. Taking into account the needs and biological characteristics of each employee allows you to speed up the solution of production problems, improve communication, and foster a sense of belonging to the company's values.
Setting up a review team is a way to protect the interests of punished workers. If members of one profession can contact a union to report violations in the industry, then at the level of a particular organization, having one type of control - administrative - looks like a mockery. How can an employee ask for "pardon" from the same people who accused him of this or that misconduct? A disinterested, and therefore objective, body - the review team - is comprised of employee and managerial representatives, thereby eliminating one-sided decision-making.
An evolutionary step in the organization of work is providing employees with the opportunity to participate in the management of the enterprise. On the one hand, it relieves managers, on the other hand, it creates a sense of real influence on the company's activities in the staff. For this purpose, quality circles, groups with special tasks, and self-regulating groups are being created. Feeling heightened responsibility, employees are not busy looking for defective products, but preventing the production of such. Solving specific tasks within the group helps to avoid delaying the production process. Determine the delay factor, eliminate it, systematize the conditions under which the work is performed in the best way - the specific functions of the target groups of workers.
Employees' awareness of the value of their work is a way of non-material stimulation of productivity. Responsibility for a trusted circle of issues and for the activities of other members of the group disciplines and does not allow to treat the work with negligence. The increased importance of personal contribution to the development of the company contributes to the formation of interdependent relationships between team members and management.
