Empowerment of Employees
Stakefield makes people feel valued by involving them in decision-making, asking them to participate in the planning process, praising them, and continually providing adequate training and support. This gives our employees the opportunity to contribute towards company's overall success. When we allow our employees to think independently and assist the company, they will respond with increased work effort and greater efficiency. Our team is our Strength also our Reflection. We have attained an edge over corporate competitiveness through various functional, technological and integrated skills of our human talent. Every member in our team is well educated about their core responsibilities, possess high intellectual disciplines, are updated on latest technology, have good product knowledge and are service oriented individuals who work together towards a common business goal.
A team, that continuously strives to improve team efficiency, which reduces the clinical errors.
A team, that rises together and delivers the best in performance, knowledge and attitude.
A team, that motivates each other’s and makes team members join hands to work together and gain collaborative results, this in turn improves quality of the product and services.
A team, which resolves issues by common understanding on diverging, interests which reduces employee retention.
A team, that maintains a synergy within various departments and alliances across the organization that leads to higher employment satisfaction.
A team that measures and monitors team performance and facilitates continuous quality improvement strategies.
Team Stakefield is a set of collective practices that gives way to unmatched success and quality in everything it delivers. We have different kind of teams performing different task and perform together in coordination to achieve a common goal.
All of these teams work independently and are responsible to perform the different tasks and arrive at a common platform to deliver their best. The coordinating Team is supposed to work parallel with the core team and is responsible for managing the operational tasks for the Core Team. Contingency Team comes into play under crisis conditions and consists of members from various teams to withstand and up-come the emergency situation. Ancillary Service Team directly receives all instructions, information, and communications from the client end and its task are specific and limited with immediate attention. The support Service team is wholly responsible for up-keeping the customer's interest and keep them delighted by all means. Finally, the Administration Team has the most important role to play. As it is responsible to establish and communicate company policies, vision, and objectives bearing in mind the employee welfare respective to the workplace. Hence holds up the team accountable.
Self-directed work teams meet regularly to brainstorm ways to save money and work more efficiently. They take an active role in the goal-setting and planning process for the company as well as themselves. Whenever possible, we allow our employees to take an active role in planning the company's future. Instead of simply declaring a new sales goal, we ask them to come up with their own realistic monthly goal and a plan to reach that number. Additionally, they'll be more apt to strive to meet the goal if they know they set it themselves and laid a plan to reach it.
When we empower our employees, we create an environment where people are encouraged to explore, discover, take risks and develop trust. Stakefield enables our employees to succeed by providing them with the means, opportunity, and capacity they need to excel. The result is growth, innovation, and satisfaction. Our employees will feel important; they'll convey those feelings to our customers through quality and professional service. Empowered employees will always rise to the occasion, do the best job possible, and help to compete in the global marketplace.
In general important decisions regarding the business come from senior-level management. While this is a prudent approach to ensure the company's overall success, many times these decisions directly affect the lower-level employees. If the final outcome of the decision is a less than positive one for the employees, often they feel mistreated and unappreciated. At Stakefield we involve our employees in the decision-making process and therein provide opportunities for all the employees to explore their ideas.
In order to empower our employees and develop a sense of competence and confidence, we praise them for their performance, encourage them to take risks, and acknowledge their accomplishments, no matter how small. By allowing our employees to be an active part of the planning process, they know their input matters to the company's bottom line. This is particularly important when employees are beginning to work on new tasks or when an employee moves into a new job description.