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I can readily speak from experience on this one, having received considerably more training and development opportunities in the latter stages of my career than in the early formative stages, when I most needed it. There's a tendency for companies to invest heavily in 'leadership training' while focusing far less on supervisors and middle managers. When employees feel genuinely respected (always assuming it's warranted), they're much more likely 'to go the extra mile' to help a company succeed.Д«e sure management at all levels of an organization receives adequate training. Respect can be a simple but powerful motivator, just as its unpleasant twin, lack of respect, has the opposite effect. Respect employees as individuals, in addition to the job they do. To the argument that this will be unduly costly, a program has to be carefully structured, of course, so additional payouts reflect clearly defined revenue and/or earnings targets. that is, if you expect them to be vigorously committed to an enterprise's success.

While this is completely understandable, it's best not to neglect substantive incentives for lower-level employees. There's a natural tendency for management to focus most heavily on senior-level economic incentives. Following are 7 practical suggestions - steps management can take to improve productivity by putting employees in a more productive mindset.Дesign economic incentives so employees at all levels of an organization can benefit from them.

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All companies want to improve employee productivity, but how often do they examine their own management practices as a means of attaining it? Studies consistently show that a disturbingly high number of non-management employees are disengaged, not working at full productive capacity.