Business Analysis Toolkit

There comes a time in a business organization when managers will need an extra push to motivate their employees. Most of these scenarios are direct results of a sudden financial crunch or a misguided corporate decision. Whatever it is, it only means that the company could be in the brink of downfall. Apparent effects include resigning employees. Despite these undesirable situations, there is hope. In fact, little success, and not failure, implies an opportunity to go back to the basics, maximize resources, and further the growth of the business. Little success is not yet failure. In these trying times, boosting the morale of the workers is necessary. In this process, the use of employee involvement BSC or balanced scorecard is ideal.

If saving on labor cost is obligatory, this move however must not be apparent to the employees. Instead of hiring new workers for vacancies or new positions, why not get people from within the company? It is an opportunity for growth, after all. Promote your existing workers to upper level positions. This boosts their ego and furthers productivity. Less productive workers may move to a new position; this can be a chance for them to explore new skills. Fill the vacated positions by hiring new employees. HR experts say this type of move is strategic. How is it? There are internal reasons. However, nothing can be more compelling than hiring someone who is already in the company’s rooster. The advantage is in their familiarity of the company’s core values. The second apparent reason is it promotes patronage. Workers become more productive and loyal.

As ideal and as easy as it seems in the surface, the big question is – who will the company promote? This process is now the responsibility of the HR department. By reviewing all existing time records, work evaluations, and personal observations, it is never difficult to promote a deserving employee. However, the heart of employee involvement does not end in promoting internal workers. The process has just started, in fact. The next crucial step is to measure how effective these moves are. Aside from the already mentioned example, HR managers can introduce other helpful strategies, from which they can draw the BSC metrics.

Teach employees to use office resources more efficiently. Instead of using brand new typing papers in making draft prints, encourage them to use the backside of photocopied documents. Promote the use of the photocopier, instead of using the laser printer for producing multiple similar documents. Re-use office materials if possible. Turn off printers, computer monitors, lights, coffee maker, CPU, air conditioning system, electronic appliances, and gadgets when not in use. The trick is to make the employees more involved. It is okay to be honest about the present economic state of the company. However, never allow them to feel that they are at the bottom end.

At the end of the day, managers will input all of these strategic moves into the employee involvement BSC system. Using pre-defined metrics, the company will be able to know if there is an increase in productivity, increase in sales, decrease in overhead expenses, and improvement in company growth.

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