Possible Solutions for High Administrative Activities

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Exploring Motivation as a Possible Solution for High Administrative Activities

Modern businesses often struggle to develop a company culture that attracts the right talent and ensures that employees remain committed to the goals that are in place. But what happens when the individuals who are supposed to oversee the success of incentive programs are not keeping up with the demands placed on them? Employees can quickly become disenfranchised if they are not motivated like any other job. But what can be done to encourage the motivators and ensure that programs are working as intended?

The only way to ensure that employees work hard for a company is to ensure that they are motivated. Modern employees want to feel valued, and they need to understand why they are working hard and what they are working towards. Unfortunately, everyone could have a different thing that motivates them. Any employees involved in developing operational strategies to take the vision and values of sitewide work to the next level can increase engagement.

How Can Motivation Improve High Administrative Activities?

Sometimes the best motivation for an employee is simply saying thank you for the support they provide to an organization. However, while that is a good start, there is often much more to a successful motivation plan for high administrative activities. Remember, one incentive may not work for all team members – so creating a diverse program will be the best way to ensure that everyone feels valued and motivated to keep up with the organizational goals.

Staff assistance programs are often designed to provide needed assistance to all team members, regardless of their position. One effective way to achieve high levels of motivation is by developing a bonus system. While the goals may be adjusted to meet the unique needs of each department, this will create clear guidelines of what is expected and will motivate the teams of each individual department to strive to meet them to be rewarded. In many cases, financial benefits will be the most widely wanted among any workforce.

Recognition efforts are also among the first motivational factors that a company can implement. To ensure recognition is given whenever possible, it is crucial to define what behaviors are desired among the organization's leaders. When these behaviors are achieved, the team member that shows them should be recognized for those behaviors to encourage them to continue in the future. With these systems in place, it will be much easier to attract and retain employees who want to support the business's mission or goals.

Administrator business man financial inspector and secretary making report

Any motivational techniques used should be SMART: Sincere, Meaningful, Adaptable, Relevant, and Timely. This is an approach developed by Jim Brintnall, author of "What Makes a Good Reward?" By keeping these characteristics in mind, a business can quickly determine if its proposed motivational technique hits the mark or needs to go back to the drawing board. Once refined, you will have the necessary systems to continue to make a positive impact on high administrative activities and improve sitewide motivation into the future.

Exploring Risk Management Programs as a Possible Solution for High Administrative Activities

It’s no secret that manufacturing facilities are subject to far more risk than many other industries. Unfortunately, they still face many of the same problems from the administrative side. A poor administrative staff can quickly deteriorate motivation and employee engagement sitewide – making it incredibly important to ensure that any potential risks associated with high administrative activities are considered. But what can be done to ensure that risk management programs focus on these areas and not just production floors?

There is a common misconception that risks are only found among production workers because they are subjected to dangerous machinery and intense work environments for extended periods. While this is a distinct form of risk, it isn’t the only possible risk. For instance, missed paychecks or scheduling errors could quickly influence how team members feel or respond to the tasks lined out for them. For this reason, administrative activities should always be accounted for as a part of any risk management strategy.

How Can Risk Management Programs Improve High Administrative Activities?

Administrative activities span a range of functions, including budgeting, creating and implementing policies, developing contracts, personnel management, data entry, inventory management, and much more. With so many crucial aspects of a successful business in the back office, it’s often astonishing to learn how few companies include administrative staff in their risk management programs. As you might imagine, this can be a costly error that could ultimately creep into every single division within a business if something goes wrong.

Accountability should be a core value of any risk management plan. One of the primary goals of this approach is to ensure that fraud, abuse, waste, and mistakes are minimized or mitigated before creating a lasting impact on a facility, its partners, or its team members. Strategizing a risk management program that focuses on accountability will help establish internal safeguards that provide detailed performance assessments and quickly notify the appropriate teams if fraud or waste is suspected. To further increase the effectiveness of these programs, manufacturing facilities may also invest in audits and internal reviews to further improve risk management programs.

Employee doing admin tasks
Employee doing admin tasks

Administrative audits are often used to provide a complete review of an organization and its internal structures. The problem is that these audits are typically completed by the back office team and may not give a clear picture of what their office is accomplishing in conjunction with a risk management program. To counteract this potential threat, an organization can either invest in an audit from an external provider or create an interdepartmental oversight team. This ensures that a company can look at all the data together to see the risks that aren’t being accounted for.

At Certified Source, we work directly with employer clients to ensure that they have access to the top talent in their area. Our team can help pinpoint the strongest candidates available for your current vacancies and ensure they are ready to continually advance into new positions to grow their careers and avoid burnout. If you are interested in learning how performance-based staffing might improve your risk management programs, find your nearest location and reach out to one of our staffing professionals.

Exploring Setting, Tracking, and Monitoring Quality and Productivity Goals as a Possible Solution for High Administrative Activities

Although setting quality and productivity goals on a production floor is common, manufacturing facilities may miss out on the unique benefits these strategies provide for their back office. Taking the time to set, track, and monitor quality and productivity goals sitewide can help alleviate some of the everyday burdens of the industry.

Every successful business has a team working behind the scenes to streamline processes and cut costs whenever possible. High administrative activities are far more critical than most manufacturers realize when put into perspective. So why are they often overlooked? These teams are the backbone of any organization. Without them, manufacturing facilities would be filled with talented people with great ideas but no way to share them and generate real improvement.

How Can Quality and Productivity Goals Improve High Administrative Activities?

Without clearly defined goals and excellent communication, most administrative employees will be unsure of expectations. This is particularly true if they are not included in regular meetings that discuss the facility's current state and processes. If administrative teams are given goals and understand what is expected from them in their role, they will be more likely to deliver on them. Even better, they may begin to expand those goals to serve the needs of the organization better and can prioritize their tasks to meet them.

When setting SMART goals, it may be challenging to determine objectives that make sense. This is mainly a problem when there are a variety of projects handled by a specific department. No matter your unique goals for high administrative activities, it is vital to ensure that they are measurable, specific, time-limited, and, perhaps most importantly, realistic. Ideally, these SMART goals will help your administrative teams make the most of their time and ensure they are contributing to the overall goals outlined sitewide.

Any manufacturer struggling to determine goals and how they relate to their employees should review their mission statement. This often highlights many goals needed to give a great customer experience, limit accidents, reduce waste, and much more. If your proposed goals help you achieve your mission statement, you are likely on the right track. If they don't, it may be time to return to the drawing board to ensure they are relevant to your needs.

Emploee doing administrative task

If you are struggling to source talent that can help you achieve quality and productivity goals, the performance-based staffing team at Certified Source can help. We have spent years perfecting our processes to ensure that the regional manufacturers we work with have the support they need to thrive in Oklahoma. To learn more, we encourage you to find your nearest location and speak with one of our qualified team members for more information.