- Our key ingredient to business success is being able to use each employee's strengths to contribute to the overall mission of our company. Honestly evaluating employees' strengths and weaknesses can help us steer our company toward efficiency and success, as well as provide material for our employee performance reviews. Once we recognize each employee's strengths, we can place employees in positions in which they can make use of them.
- How to Motivate Complacent Employees. Contentment in our staff can be a sign that our business is well oiled and moving along nicely. Complacency – contentment’s cousin – is when our employees implies lethargy arising from repetitive tasks. According to Padma Ramesh in “Content or Complacent?” no employee is immune to complacency. Our challenge is to identify complacent workers and stimulate them into productive action. Institute ways to mix up the daily routine and to energize our operation in the oil and gas industry at all levels.
- Most Important Component of a Performance Evaluation. The most important part of an individual's performance evaluation is communication between manager and the employee. Through written and verbal communication, our management gives an employee feedback on current levels of performance, and an employee shares his or her progress and concerns about their performance. When we evaluate our employee, we transmit information carefully to respect our employee's self-worth and commitment to the job.
- How to Develop Successful Employees. We hire experienced workers in order to have successful employees. However, we as an employer may hire students for internship or young workers and train them to be successful employees who are assets to our business in commodity trading for the future growth of the company. The employee success is often directly related to our managerial decisions training in the oil and gas communication and other aspects of the operations in Upstream Midstream and the Downstream sector.
- How to Create a Motivating Workplace. The workplace environment affects how our employees perform and feel about their jobs. A motivating workplace encourages employees to work harder, which allows them to advance and succeed while our business gets ahead. The employees may also be more satisfied with their jobs when the environment motivates them at the office. Financial rewards often come to mind as a motivating factor for employees, but other strategies also work to encourage improved work performance from all staff members.
- How to Develop Successful Employees. Giect Nigeria Limited hire experienced workers in order to have successful employees. However, we as an employer may hire students for internship or young workers and train them to be successful employees who are assets to our business in commodity trading for the future growth of the company. The employee success is often directly related to our managerial decisions training in the oil and gas communication and other aspects of the operations in Upstream Midstream and the Downstream sector.
- Performing Employee Assessments. Identifying our employees' strengths and weaknesses is the first step to increasing efficiency at work. Everyone brings different skills and abilities to work and some may not be used currently but can be once we identify them. Some common employee strengths include loyalty, hard work ethic, humor, flexibility, ambition, excellent written communication, excellent verbal communication, creativity, tech-savvy, thinking outside of the box, strong interpersonal skills, persuasiveness and oil and gas industry-specific skills and knowledge. We make a list of our employees' strengths and have our managers help if we have a large list of employees.
- Utilizing Employees' Strengths. Our managers place employees in positions in which they can best use their strengths and build on them. Revise job descriptions, switch employees' positions, add or change responsibilities, and do what we need to in order to place employees in positions where they can succeed and use their skills. We focus on the positives and how we can build on each employee's unique strengths. If an employee is good with people, for instance, we devise ways the employee can become more involved in trading in the oil and gas business, like working in customer service or trading in commodities under the supervision of the senior management.
- Working on Employee Weaknesses. We evaluate our employees' weaknesses as well. We consider factors such as communication problems, lack of enthusiasm or drive, poor comprehension of materials or programs, and difficulty getting along with others. We work with each employee to come up with measurable goals for improvement. We devise a system to track each employee's progress and check in regularly. If an employee has a problem with attendance for instance, We will create a chart and offer positive reinforcement – such as praise or recognition – for good attendance each week. For employees with technical problems or a lack of understanding, we offer training on computer programs or systems. Other ways to track employees' progress may include having employees keep track of their daily sales numbers in distillate trading such as gasoils, (ppm) and fuel oils.
- For more subjective areas, such as people skills, Giect Nig Limited hold office seminars on topics such as diversity, compromise or communication for employees to attend training oil and gas courses in house. We offer incentives for the oil and gas training – such as lunch for all participants or a certificate at the end of the trading course. We also have our managers work with employees to set and track goals.
- Communicating with Employees. Often employees may be unclear of what is expected of them or may not feel appreciated and valued for their contributions to our company. We sit down with each employee once a quarter for a formal performance review. We don't focus on weaknesses that can't be fixed but we instead offer praise for strengths and encouragement for areas that can be improved. We let our employee know what we see as her strengths, and how they have helped our company policies and goals in ways which he or she can use their strengths to benefit themselves and our company goals in the