For Exceptional Performance, Managers Need to Increase Employee Motivation.
While there are things that you can do to correct employee performance, the best approach is to create a desire in them to perform well. Motivation can make the difference between an average employee and an exceptional one. There’s no doubt that some individuals are just more naturally self-motivated than others. But there are a lot of things that you can do as a manager to increase employee motivation and bring out the best in all your people.
Set clear expectations on what good performance looks like
How can people be successful if they don’t know the rules? There’s nothing more frustrating than trying really hard, only to find out you were working on the wrong thing! So give detailed instructions, provide examples and demonstrate. Don’t expect employees to automatically know what they need to do.
Create an environment where people can be successful
Highly motivated people can quickly become frustrated if there are too many barriers to success. Or if they are surrounded by negative controlling people. So you need to pay attention and make sure people have the things they need to succeed. For example, make sure they have appropriate training and support, the proper tools, and sufficient time to ramp up their skills.
Provide feedback – both positive and “corrective”
Notice and comment on the things they do well, in addition to ways that they can improve. People are more likely to respond to small and frequent suggestions, rather than wait for the big list of what they are doing wrong. Consider feedback as small course corrections to guide them in the right direction. Set small, achievable goals to help them feel successful.
Seek to understand
If someone is making a lot of mistakes or performing poorly, ask them what is going on. Rather than assume that they just have a poor attitude, you may find that there is some obstacle which needs to be corrected – such as insufficient training or an ineffectively designed work area.
Recognize performance – both good and bad
It’s important to regularly show appreciation for a job well done. This could be in the form of rewards (such as a bonus, raise or gift), or recognition (such as mention in a newsletter or event). Likewise, if you fail to address poor performance, this signals that you either don’t care or don’t notice. Address performance problems as constructively as possible, but be clear on your expectations and the consequences of failure to improve.
Sign up for our course Improve Employee Performance and learn at your own pace.
This online course for managers and supervisors includes practical tips and exercises, and employee performance measures examples to get you started. Learn at your own pace, but with access to an experienced mentor to answer your questions and ensure your success.