Performance

April 27, 2012
April 27, 2012
Categories

Manage Outcome with People

The number one reason managers do not hold people accountable is fear of harming the relationship. Ironically, the relationship is damaged by not bringing issues out in the open. Successful managers must believe in the people they manage. People cannot hide their true emotions. Being authentic is a requirement of good management, because words comprise less than 10% of our communication. People constantly communicate through body language, sounds and tone. Research shows how well people perceive non-verbal communication. Recent ostracism research of Kipling Williams, Ph.D. Professor at Purdue University-Lafayette demonstrated the subject’s dorsal anterior cingulate cortex became fully activated as […]
Do you like it?
Read more
February 24, 2012
February 24, 2012
Categories

Hard to take. Hard to give.

Most companies underestimate how difficult it is to give and receive feedback. Many believe it’s easy to give someone positive feedback. Even giving and receiving kudos is off-putting, unless the culture encourages it. Managers need to learn how to discuss performance with individuals directly. Expectations are rarely met without an ongoing exchange of information. Managers who complain to others about someone’s performance, rather than speaking directly to the person diminish trust and do not fulfill their managerial responsibility. Offering honest, direct feedback, especially constructive criticism is the highest form of respect a manager can provide. The intent of the feedback […]
Do you like it?
Read more
January 26, 2012
January 26, 2012
Categories

Working harder, not smarter.

The Great Recession has increased the workloads of 80% of employees according to a recent Workforce Management online poll of over 700 HR professionals. Of those with greater workloads, 80% reported a decrease in engagement as well as more than 40% reporting an increase in employees’ health problems. Overloading employees does not appear to gain greater market share or profitability. High performance companies have a high-energy, high- performance workforce. Tony Schwartz, author of several books including Be Excellent at Anything studied violinists, athletes, nurses, teachers, police officers and others to evaluate what excellent performers do differently than others. He recommends […]
Do you like it?
Read more
July 1, 2011
July 1, 2011
Categories

Recognize Employee Efforts

There are several kinds of employee recognition. The most common may be recognizing anniversaries and selecting an employee of the month for going above and beyond or for exemplifying the company’s values. There are also celebrations based on the company’s anniversary, new products or record results. But it’s the day-to-day recognition from supervisors that seems to have the greatest impact on employee engagement. When the manager’s role in recognition isn’t executed, the formal recognition programs lose value. Daily informal recognition should focus on effort rather than results.
Do you like it?
Read more
Load more