WAYS TO IMPROVE YOUR SUPPORT STAFF PERFORMANCE.

1.                  HAVE BACKGROUND INFORMATION OF YOUR EMPLOYEE

In most cases, this is done by recruiting human resources person, it is also important for employers to have background information about their employee, and if in the case where employer is recruiting directly, the background information check is important. It is to verify the authenticity of the information provided.

2.                  DEFINE THE STANDARD YOU WANT THEM TO WORK WITH

In a case where there is law, there is no offense, employers need to define a set standard or policy of operation for their employee in order to get the expected result. Defining standard will help employee to be more proactive and effective in their duties.

3.                  DO A REGULAR ASSESSMENT

Continuous system check makes system healthy, regular assessment will show you when there is need for amendment and replacement in the system. It will also indicate when there is need for appraisal and the measure of performance. It helps system to function better.

4.                  MAKE YOUR APPROACH FLEXIBLE

Though, protocols and bureaucratic measure must be observed, employer should know when to bend the rule to make the work floor. In order for employee-employer relationship to flow, employer must make himself friendly and approach at all time.

5.                  ALWAYS ASK THEIR OPINION

Organization will only service their customers well, if it welcome opinion from the rank and file staffs. This is where information floors in an organization, the hallmark of every intelligent person is to gather information from everybody and pick out the important fact to work on it. It is important to welcome opinion.

6.                  BE A GOOD LISTENER

For communication to be effective, a leader or employer must be attentive to his employee when they complain or give suggestion. This will harness the flow of communication between employee and the employer.

7.                  COMMUNICATE IN A SIMPLE AND UNDERSTANDABLE LANGUAGE

This is a relative point; it depends on the educational background and professional potent of the employees. Effort must be made to simplify language used in communicating with the employee.

8.                  ALLOW SOME LEVEL OF INFORMAL RAPPORT

Informal rapport brings cordiality to employee-employer relationship. It is not all about work alone; it gives a sense of belonging to both parties, and it aid the flow of work in the organization.

9.                  ALWAYS BE IN CONTROL OF YOUR EMOTION WHEN YOU ARE STRESSED

In most cases, people overreact when they are stressed-up, whether by work or pressure, this will affect their sense of judgment and could lead negative reaction, this will affect employee-employer relationship.

10.             ALWAYS SAY THANK AFTER EVERY TASK PERFORMANCE BY STAFF

Whenever the term like “thank you”, “well done”, “you are great” comes from the boss or employer to employee, they later fall excited and promoted. This will encourage them to serve more and better.

11.             MOTIVATE YOUR STAFF

No matter how small the gift is, an average employee feels appreciated and encouraged, more so, when it comes from the superior officers.

12.             PROVIDE THEM WITH TOOLS TO WORK WITH

Ability on the part of employer to ensure complete and total operational and administrative requirement is a step in the right direction to promote efficient and effective output delivery.

13.             DO NOT TREAT YOUR EMPLOYEE LIKE A SLAVE

Employer of labor must learn to show example by participating to lay or show exemplary gestures to eliminate inferiority complex among employees. Clients could be introduced where necessary to excite their performance.

14.             ENSURE A CORDIAL RELATIONSHIP WITHIN THE CO WORKER

Cordial relationship is a function of sense of empathy towards the employees and in return sense of belonging achieved on the part of management from the employee.

15.             ALWAYS GIVE THEM A FAIR HEARING WHEN THERE IS A DISPUTE

Employer of labor must maintain a status of justice, fairness and equity when there is conflict among the employee, he must be fair to all.

Note: an individual will have a high incentive to commit fraud if (s)he is predisposed to dishonesty and the rewards for the particular fraud are high and there is an opportunity to commit fraudulent action with little chance of detection or with insufficient sanctions if caught.

Outsourcing

A precise definition of outsourcing has yet to be agreed upon. Thus, the term is used inconsistently. However, outsourcing is often viewed as involving the contracting out of a business function - commonly one previously performed in-house - to an external provider. In this sense, two organizations may enter into a contractual agreement involving an exchange of services and payments. Of recent concern is the ability of businesses to outsource to suppliers outside the nation, some
Organizations that outsource are seeking to realize benefits or address the following issues:

• Cost savings — The lowering of the overall cost of the service to the business. This will involve reducing the scope, defining quality levels, re-pricing, re-negotiation, and cost re-structuring. Access to lower cost economies through off shoring called "labor arbitrage" generated by the wage gap between industrialized and developing nations^.
• Focus on Core Business — Resources (for example investment, people, infrastructure) are focused on developing the core business. For example often organizations outsource their IT support to specialized IT services companies.
• Cost restructuring — Operating leverage is a measure that compares fixed costs to variable costs. Outsourcing changes the balance of this ratio by offering a move from fixed to variable cost and also by making variable costs more predictable.
• Improve quality — Achieve a steep change in quality through contracting out the service with a new service level agreement.
• Knowledge — Access to intellectual property and wider experience and knowledge.
• Contract — Services will be provided to a legally binding contract with financial penalties and legal redress. This is not the case with internal services.
• Operational expertise — Access to operational best practice that would be too difficult or time consuming to develop in-house.
• Access to talent — Access to a larger talent pool and a sustainable source of skills, in particular in science and engineering.
• Capacity management — An improved method of capacity management of services and technology where the risk in providing the excess capacity is borne by the supplier.
• Catalyst for change — An organization can use an outsourcing agreement as a catalyst for major step change that can not be achieved alone. The outsourcer becomes a Change agent in the process.
• Enhance capacity for innovation — Companies increasingly use external knowledge service providers to supplement limited in-house capacity for product innovation.
• Reduce time to market — The acceleration of the development or production of a product through the additional capability brought by the supplier.
• Commodification — The trend of standardizing business processes, IT Services, and application services which enable to buy at the right price, allows businesses access to services which were only available to large corporations.
• Risk management — An approach to risk management for some types of risks is to partner with an outsourcer who is better able to provide the mitigation.
• Venture Capital — Some countries match government funds venture capital with private venture capital for start-ups that start businesses in their country.
• Tax Benefit — Countries offer tax incentives to move manufacturing operations to counter high corporate taxes within another country.
• Scalability — The outsourced company will usually be prepared to manage a temporary or permanent increase or decrease in production.
• Creating leisure time — Individuals may wish to outsource their work in order to optimise their work-leisure balance.