Unveiling Key Success Factors for Employee Performance

Have you ever wished you could look into a crystal ball to see the future of your hiring decisions? Well, you can! More or less. Only without the crystal ball!

Everything starts with the success factors of the employees, with the elements that determine the success of an employee in your company.

Some employees have all of their success factors right from the start. Others may need some growth and encouragement to reach their full potential, or may have no success factors at all.

Of course, this does not mean that you are relieved of all responsibility. Quite the opposite! Your company needs to ensure that your work environment (and your hiring professionals) know the established success factors inside and out. You don’t want to hire someone who doesn’t align with your mission statement, right?

More and more brands are looking for ways to identify the overall success factors of their employees. This isn't about limiting employees or diminishing their performance, but rather about ensuring that everyone on your team can be successful.

Start by identifying the most critical factors up front and then apply them to your business in the following order.

Identification of the critical success factors for employees

In the business world, there are literally hundreds of success factors for employees, ranging from technical skills and behavioral elements to character traits, motives and social roles.

It is not possible to list and research every single one of these success factors, but it is definitely possible to examine the most feasible and impactful of them.

Let’s take a deep dive into the key success factors for employees today, starting with the employee experience.

1.Employee experience

It doesn't take a rocket scientist to realize that experience is linked to employee success. The more qualified an employee is, the better they will be in their role.

It's best to match employee experience with positions in your workplace. For example, someone with less than five years of experience may work better in an entry-level position. On the other hand, an employee with six or more years of experience is best suited for a middle or senior management position.

It is important to note that experience and length of service are not equivalent factors. While one employee may have worked in one area longer, another may have more experience in a particular role. Just keep that in mind!

2.Human resources programs

Does your company offer growth opportunities for employees? What about opportunities for professional development? If you answered no to both questions, we should talk. Human resources are much more important to success than you might think. In fact, 94% of employees who receive regular support stay with their company longer.

A little advance effort can make a big difference. If you are willing to provide your employees with a solid training structure, it will pay off in the future with higher productivity, greater loyalty and excellent profitability.

3.Lifecycle journey planning

Lifecycle journeys are the steps that an employee goes through over the course of their employment with the company. There are seven main phases:

1. Attraction
2. Recruitment
3. Training
4. Development
5. Binding
6. Exit
7. Advocacy

Every employee goes through every phase of this journey, which is why creating a plan for each segment is such an important success factor.

Start by prioritizing where the focus should be in your lifecycle and allocate resources as needed. Ask yourself: Where are outages occurring, if at all? What is stopping employees from staying in the retention phase and is there anything that can be changed to accommodate this?

4.Socially agile

It takes a whole village to run a company - with many different communication styles, personalities and character traits. Hiring employees who are socially agile means that they are able to communicate with others, regardless of their communication style. In other words, you can adapt to the needs of a larger group.

Be aware of employees who do not get along with the rest of the group and offer mediation options that lead to easy conflict resolution. You may want to train your managers on best practices and develop an internal system or set of documented guidelines for best results.

5.Spiritual guidance

Thought leadership is the process of using personal critical thinking skills to support an answer or idea. Successful employees use these thought leadership skills to develop innovative ideas, troubleshoot ongoing processes, or lead initiatives on their own initiative.

Hiring candidates with innate abilities for thought leadership is a huge advantage for success. However, this is one of those rare skills that can be learned and refined over time. Do everything you can to provide professional development and learning opportunities (which can lead to better employee retention).

6.Influencing other employees

According to surveys, the ability to influence other employees is one of the nine most important success factors for an employee's success.

In this context, influence does not necessarily mean persuasion. Rather, influence means having a positive influence on other employees. This ranges from inspiring trust to facilitating problem solving - both are necessary for a successful company.

Even though employee influence is primarily a personal trait, your company should ensure growth and development in this area. This means holding group meetings, providing regular feedback, and conducting regular surveys to gauge employee sentiment.

The hidden seventh point: employee recognition

These tips are great, but arguably the best and most efficient one of all hasn't been addressed yet: employee recognition.

Because recognition is the precursor to virtually everything else on this list. When your employees truly care about your company, your mission, and your values, they are much more likely to be successful. And what better way to start than with IceHrm's tools?

In short: IceHrm is an employee engagement platform that offers more than just rewards. We help you measure employee turnover and engagement, build authentic relationships, conduct quarterly surveys, and turn managers into rock stars. And the best part? It actually works.

Enhance your understanding of employee success factors and drive performance with IceHrm's comprehensive tools and insights.