(SHORT
NOTES FROM TEAM MANAGEMENT: Rewarding And Engaging People at http://www.mindtools.com)
Providing
an Inspiring Place to Work
It’s easy for people to bring their "hearts and souls"
to work when the work space is inviting, energizing, and fun. They're more engaged, inspired, productive,
and committed. An energized work
environment doesn't solely depend on office layout and color. Other factors include the quality of people's
relationships, organizational culture, and leadership.
Linking
Activities to Vision and Strategy
Managers talk a lot about employee performance. There's constant pressure to achieve
performance targets, to reach higher performance levels.
Performance management is the process used to manage this
performance. Key Performance Indicator
(KPI) is a quantifiable metric that reflects how well an organization is
achieving its stated goals and objectives. It is important for organizations to choose
the correct KPIs for business performance.
It is equally useful if managers and employees define KPIs for members
of their teams. Part of performance
management is setting goals with members of your team.
Management by Objectives (MBO) is a system that seeks to align
employees' objectives with the organization's goals. Benefits using Management by Objectives:
·
ensures that team members are clear about their work and how it benefits
the whole organization
·
makes a clear link between individual effort and the
organization's mission
Getting
Real Results From Performance Reviews
This potentially powerful tool for managing and improving people's
performance is underused and under-appreciated.
People’s performance is critical to an organization's success, yet we
often fail to monitor their progress on a regular basis. People genuinely are "their most
important assets" for most organization.
Conducting regular performance appraisals helps you:
·
Detect and eliminate barriers to effective performance.
·
Pick up dissatisfactions that would otherwise lead people to
leave.
·
Focus people's efforts in the right direction.
·
Motivate people to work towards important goals.
·
Help them develop skills and competencies necessary to achieve
future objectives.
·
Celebrate their successes.
People’s perceptions of their own performance often differ from
those of their managers, thus this kind of assessment often results in
conflict, misunderstanding, and hostility.
Performance appraisals have a poor reputation, and often fail to deliver
the positive results they should.
Lack
of Ability, or Low Motivation?
Someone with 100 percent motivation and 75 performance ability can
often achieve above-average performance. But a worker with only 25 percent
ability won't be able to achieve the type of performance you expect, regardless
of his or her level of motivation. Before
you can fix poor performance, you have to understand its cause. Incorrect diagnoses can lead to lots of
problems later on.
Low ability may be associated with the following:
·
Over-difficult tasks.
·
Low individual aptitude, skill, and knowledge.
·
Evidence of strong effort, despite poor performance.
·
Lack of improvement over time.
People with low ability may have been poorly matched with jobs in
the first place. They may have been promoted to a position that's too demanding
for them. Or maybe they no longer have the support that previously helped them
to perform well.
5 main ways to overcome performance problems
associated with a lack of ability
|
1.
Resupply
|
2.
Retrain
|
3.
Refit
|
4.
Reassign
|
5.
Release
|
For
every hundred men hacking away at the
branches of a diseased tree, only one will stoop to inspect the roots."
– Chinese proverb.
3 key interventions that may improve people's
motivation
|
1.
Setting of Performance Goals
|
·
a
well-recognized aspect of performance improvement
|
2.
Provision of Performance Assistance
|
·
Regularly
assessing the employee's ability, and take action if it's deficient.
·
Providing
the necessary training.
·
Securing
the resources needed.
·
Encouraging
cooperation and assistance from coworkers.
|
3.
Provision of Performance Feedback
|
·
People need
feedback on their efforts. Keep in mind the importance of the
following:
o Timeliness – Provide feedback as soon as possible. This links the behavior with the evaluation.
o Openness
and Honesty – Make sure that the feedback is
accurate. Avoid mixed messages or
talking about the person rather than the performance. That said, provide both positive and negative
feedback so that employees can begin to truly understand their strengths and
weaknesses.
o Personalized
Rewards – A large part of feedback involves
rewards and recognition. Make sure
that your company has a system that acknowledges the successes of employees.
|
Develop a performance improvement plan. It’s important that you and the employee
discuss and agree upon the plan. Then
monitor progress with the team member. Recognize
that the actions needed to close ability gaps.
The two causes of poor performance – lack of ability and low motivation
– are inextricably intertwined.
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