Improve job performance

Published on 18/03/2024

Improve job performance

Published on 18/03/2024
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Improve job performance

Improving workers’ performance should be one of the day-to-day priorities in our company. We must identify, observe, and analyze all factors that can influence performance improvement. 

Once this is done, it is necessary to carry out the corresponding improvements, guided by an appropriate plan to create our own productivity formula.

We can give many definitions of work performance, such as the goals a worker should achieve within the company in a set time. 

With this, we realize that human resource performance will have a lot to do with the behavior of the workers and the results obtained, as well as the motivation they have. The better the motivation, the better we can perform our work and thereby improve our level of productivity.

Improving work performance: Motivating, a key factor

For good work performance, it is very important that workers understand their specific functions or tasks, the procedures to be followed, the policies to be respected, and the objectives to be met. 

If some of these aspects are not clear, employees are likely not to perform well, as they will always have doubts whenever they want to carry out a procedure and will never know what their objectives are, so they will not be able to set priorities correctly.

A good way to improve workers’ work performance is by constantly motivating them, and for this, we can use different techniques such as delegating greater authority, giving them more responsibilities, rewarding achievements, and offering a good work environment.

Methods to improve work performance

There are many techniques and methods that allow motivating employees and thus being able to carry out their work more effectively and more productively. To know which one to apply, the company must know the needs of the worker and act accordingly. Some of these methods are:


Also known as Maslow’s hierarchy of needs. According to this theory, as basic needs are satisfied, people develop less basic needs.


Called the Two-Factor Theory. According to this theory, people are influenced by two factors, satisfaction and dissatisfaction.


Theory X and Theory Y. These are two contrasting theories, in the first, company managers believe that employees only work under threats, and the second is based on the belief that managers believe that workers want and need to work.


Goal-Setting Theory. According to this theory, the intention to achieve a goal is basic for motivation.

Increasing motivation improves work performance

Motivation is present in all aspects of our lives, people need to be appreciated and valued, for our efforts to be recognized, and we have needs that are not necessarily satisfied with money.

The productivity of an organization depends largely on the good performance of workers. The greater the well-being, the greater the performance and productivity. This is why it is very important to implement clear and effective labor motivation policies.

Factors that influence or intervene in improving work performance

There are different aspects in the day-to-day of workers that affect their work performance, so it is very important to recognize them and take them into account:


Motivation from the company, from the worker, and the economic one. The first and the last would go hand in hand. Money is a factor that motivates workers, and it must be taken into account also if you work based on goals. But it is the company that decides the worker’s salary.

 There may be negotiations, and there may be exceptional cases, but generally, a job is offered with a set salary. Improving it based on the worker’s progress will contribute tremendously to employee motivation. 

On the other hand, the worker must have their own intrinsic motivation, the one that makes them get up every day to go to work and give their best.

Adaptation to the work environment

It is very important to feel comfortable in the workplace as this gives us greater chances of performing our work correctly. 

Worker adaptation to the job consists of incorporating into a specific job the person who has the knowledge, skills, and experience sufficient to develop the job with guarantees and who is also motivated and interested in its characteristics. 

Adaptation is usually a point that is not given too much importance; many companies do not care at all about the atmosphere among workers, without being aware that a bad atmosphere means bad results.

Setting goals

Setting goals is a good technique to motivate employees, as goals are set to be achieved in a period of time, after which the worker will feel satisfied to have met these objectives and challenges. 

They must be measurable goals that offer a challenge to the worker but also viable. These give a reason for workers to really want to give their best. 

Without goals, it is likely that work will be done well, but there will be no established rhythm or direction, and gradually productivity will deteriorate. It is much better to have goals, even if they are tedious, than to have none. In this case, day-to-day life will become excessively monotonous and boring, which will gradually contribute to creating an unproductive work environment.

Recognition of work done

The recognition of work done is one of the most important techniques. Employees often complain that when they do a particularly good job, the boss does not recognize it. However, at the first mistake that is made, the boss appears immediately to point it out and ask us to fix it as soon as possible. 

This situation can immediately demotivate even the best workers, since although we are professionals, we are also people. If the only feedback we receive is negative, our attitude may be diminished. 

Telling a worker that they are doing a good job or showing them satisfaction for it not only costs nothing but also motivates them in their position since they feel useful and valued. It is a very simple investment that will bring great benefits.

Employee participation

If the employee participates in the control and planning of their tasks, they can feel more confident and also feel that they are part of the company. 

Moreover, who better than the worker to plan it since they are the one who does the work and therefore who can propose more effective improvements or modifications. It is important to take this factor into account, especially with newly arrived workers. It is likely that at the beginning, when they have just arrived, they do not participate much, but we must facilitate their entry into the day-to-day work debates. 

We must ensure that the condition of “the new” gradually evaporates, encouraging newcomers to participate but giving them time to adapt.

Training and professional development

A worker who learns every day is a motivated worker and, therefore, a worker with great work performance. Think about it: if your day-to-day is always the same, you always do the same thing, and you practically do not learn anything, your energy will disappear easily. 

It is pure human nature. We need to feel that we are nourished by new knowledge, new skills, and that every day we are better. 

Workers feel more motivated by their personal and professional growth, so promoting training is good for their performance and is essential to prevent risks of a psychosocial nature. The benefits are self-esteem, job satisfaction, better job performance, and promotion.

However, nowadays there are software programs that collect all the factors that can intervene in the better performance of tasks and that are simple and give results very quickly. At WorkMeter, we have performance management tools, a WorkMeter that promotes work performance and productivity.
Performance Management Software - free trial

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