With its Discussions and Assignments feature, learners can interact with one another and discuss their training topics in real-time. They also support a team video conferencing through Virtual Classroom, enabling everyone to stay in touch even at a distance.

According to an expert study published in the Journal of Personality and Social Psychology , employees who are rewarded consistently for their tasks show a higher interest and engagement at work, resulting in increased productivity and better performance.

There are so many ways to reward your team. You can give them a bonus or raise, a help with their spouse visas , or even a paid time off, all up to you.

If you want to make it more creative, you can also give them handwritten notes along with a coffee coupon. As with EdApp, you can make use of their gamification-based reward system and reward your top-performing employees for earning enough points after taking their gamified training content.

You can give them large prizes like gadgets or free international trips. You can go further and think about something more unique rather than an ordinary international trip.

The world of digitalization gives us endless varieties for living a truly unique experience and many companies benefit from it by sending their staff members to wild nature hiking trails supported by the Book a Trekking experience guide and routes.

Investing in the right technologies can dramatically improve workplace productivity. They can help simplify tasks and speed up processes without compromising the quality of work.

For instance, rather than going through all the hassles of printing all the documents, you can explore some of the leading cloud-based storage technologies that can store the files online, like Dropbox and Google Docs.

Perhaps your team is feeling a little all over the place? Why not utilize project management software like JIRA, Asana, or Trello, designed to help team leaders plan and delegate tasks more efficiently. EdApp currently ranks as the top LMS software on the market, which supports independent learning using smartphones or desktop computers.

Other LMS tools to check out include Auzmor, Prosperity, Edvance, and so much more. First thing first, inspire your employees to observe a work-life balance. Open your mind to the possibilities of flexible-remote working, even in the post-pandemic future.

Encourage them to take regular breaks to avoid burnout. If you feel like they are somewhat stressed and distant, it is also necessary that you reach out to them — invite them to a quick coffee outside the office or join them for a relaxing walk at the park. Healthy employee relations, after all, is a strong foundation of a positive workplace environment.

Apart from the internal factors, it is also highly vital to check their physical workspace. Do they have the right resources to work on their task? Have you ever considered creating a separate area where they can de-stress, socialize, or collaborate with their peers? Keep in mind that if your talents are satisfied with their work environment, you will most likely succeed in keeping them around for as long as possible.

While fear of failure may be inevitable in businesses, aiming high still generates better results than settling for mediocrity. Just one thing to remember — make sure that these goals are clearly outlined to your employees.

This way, they know their focus and where they should position themselves. If they know exactly what has to be achieved for the next quarter, it can help motivate them to perform at their peak. Although giving and getting feedback can be quite intimidating for some companies, the results can be very surprising.

Allowing your employees to engage and share their perspectives about your business and management gives them a sense of belonging, inspiring them to work at their best.

Vice versa, consistently sending them some feedback also fuels employee growth, gives them a chance to manage poor performances, and understand how to perform better at work. If your company is only starting to adapt to a healthy feedback culture, you may want to start from something careful.

You can send email surveys to your team, allowing them to provide feedback anonymously. In case of poor performance issues, practice giving your employees some constructive feedback. Instead of pointing out the problems, you can show them the implications of their performance, and provide them expert tips on how they can improve as they move forward.

And last but not least — celebrate success! Behind every milestone and achievement is your hardworking team, so let there be a celebration. Show gratitude and appreciation by taking them out for a luxurious meal, arranging a small party, or organizing an out-of-town trip.

Showing your employees how valuable they are to your company will motivate them to step up their game, surpass their previous achievement, and yet again hit another goal in the future. Improving employee performance has always been crucial in helping businesses grow in the corporate world, yet a lot of organizations tend to overlook the benefits that they can gain from providing employees with proper training.

Boosting employee performance is even more vital in these trying times, when they are forced to adapt to remote working and skeletal operations as a result of the pandemic. And while it may seem difficult to come up with good strategies at first, there are so many ways out there to consider.

To stay on top of the game, you must invest in your team and turn them into your most valuable asset. You have also seen some of the key features of EdApp that can support and complement your employee training and development initiatives. So which strategy do you think is the best?

Jen is a learning expert at EdApp, a mobile-based training platform that helps corporates and businesses bring their training solutions to the next level. These athletes want every possible advantage they can get including the mental edge over the competition.

Try some of these top tips to stay motivated , or these motivational quotes. Psychological assessment also plays an important role in sport psychology. home search sitemap store. newsletter facebook X twitter. privacy policy disclaimer copyright.

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Your team members will need new skills and habits as they advance. Help employees secure those skills by allocating budget dollars towards workshops, professional development courses, conferences and certifications so they can reach their full potential.

Imagine someone asks a direct report to do something — even if it's a clear goal with a set deadline — and they don't do it, but receive no consequence.

Over time, the employee will learn it doesn't matter if they slack off or have to be reminded. Performance is likely to suffer. Team members require crystal clear communication about their responsibilities and need to be held accountable.

Be sure to communicate with your employees and don't be afraid to dole out warnings and consequences when they are earned. If certain employees fail to deliver, consider implementing a performance improvement plan.

If they don't improve, it may be time to show them the door. A common problem in many organisations is that leaders spend their time trying to get low-performing team members to improve and recruiting new talent, ignoring high performers because they don't cause problems.

This is a dangerous oversight! Over time, high performers will become disengaged and less motivated if they don't feel like their efforts are appreciated. Furthermore, high performers are in high demand!

You could lose them to competitors if you don't recognise their hard work. There's no shortage of ways to reward an employee and thank them for a job well done. Gifts, bonuses, promotions, extra time off, public praise and extra benefits are all effective ways to reward high performers and keep them motivated.

It's no secret that happy employees are more engaged, productive and motivated team members. Be sure employees get to let loose occasionally and have some fun. Sponsor a monthly potluck, host 'get to know you' activities outside of the office or plan a trivia event at work to let team members develop a rapport and relationship with one another.

Encourage an organisational culture where employees feel safe to speak up and voice their opinions, regardless of their rank or position in the company. When people feel their ideas and opinions are valued, they are more likely to participate and be engaged with the mission of the organisation.

Do a market analysis to see how your organisation stacks up to your competitors. Do you offer competitive benefits and perks? Are your salaries higher or lower than other businesses in your industry? What kind of office environment do you have?

The best way to find out if your benefits and perks are affecting employee performance and motivation is to ask your teams.

Young athletes whose parents want them to see a sports psychologist are not good candidate either. Similarly, an athlete who sees a mental game expert only to satisfy a coach is not going to fully benefit from mental training.

Sports Psychology does apply to a wide variety of serious athletes. Most of my students junior, high school, college, and professional athletes are highly committed to excellence and seeing how far they can go in sports. They love competition and testing themselves against the best in their sport.

They understand the importance of a positive attitude and mental toughness. These athletes want every possible advantage they can get including the mental edge over the competition.

Try some of these top tips to stay motivated , or these motivational quotes. Psychological assessment also plays an important role in sport psychology. It will help them understand their individual roles and responsibilities within the larger context of the organization.

Create clear and measurable expectations and Key Performance Indicators for employees. Be clear about your definition of success and how it can be measured. Let your employees know how their work fits those expectations so they can do their best to meet them.

If you hire someone new, be sure they understand how they fit into your overall objectives and how they will be evaluated against them. By setting clear expectations, your employees can evaluate themselves more quickly, making adjustments as needed before you are required to step in.

Keeping everyone accountable also helps ensure that nobody falls through the cracks and allows for open communication between team members about their needs and priorities without fear of repercussions from others in a less forgiving environment.

A little praise can do wonders. When you take the time to point out what your employees are doing well, they feel appreciated and motivated to keep up the good work. Plus, it sets the tone for constructive criticism later on.

Remember that each employee is different, so praise them for their specific accomplishments. Praise people for their efforts, not just for results. For example, "I appreciate you taking on that project even though you knew it would be challenging" is much more effective than, "Thanks for getting your work done ahead of schedule.

People will also appreciate being told what they did wrong or how they can improve instead of only hearing what they did right. Be honest but sensitive when giving constructive criticism and look at feedback as a chance to improve—not berate—your employees.

Another simple way to improve employee performance is to stop micromanaging. When you hover over employees and second-guess their every move, it creates an environment of fear and mistrust.

Instead, give employees the freedom to do their jobs and trust that they will do them well. You may be surprised at how much more productive and engaged your team becomes when you step back and let them take the lead.

One way to prevent micromanagement is by using employee monitoring software tools like Workstatus. It gives you a holistic view of employees' engagement and productivity, eliminating the need for any kind of micromanagement.

It makes employees accountable and responsible for their work.