Things That Great Managers Do To Drive High Performance
Widespread changes in the organizational environment have led to fundamental changes in how work gets done. Team members are highly interdependent on each other to get the work done. Thus, a managers task has become even more difficult with these changes and he/ she gets pushed from both the sides.
To simplify your work life,these are the few things you can do as a manager to drive high
performance in your team.
Provide Fair and Precise Informal Feedback
Fair and precise informal feedback from you can be the most effective strategy for driving high performance at work. In a more interconnected, fast-changing work environment, employees often feel they don’t get fair and accurate feedback on their performance and that it’s given at the wrong time. You as a manager must ensure fairness and accuracy of informal feedback by obtaining it from a knowledgeable sources, providing it at the right time, and verifying it reflects an individual’s contributions rather than the team output.
Emphasize Employee Strengths
By focusing on employee strengths, you are reinforcing performance-enhancing behavior and helping your team members in identifying where to contribute to the enterprise. Employee engagement and performance effort will fall substantially, if you focus excessively on performance weaknesses without targeted feedback for
improvement.
Tell Them How They Are Making A Difference To The Company
Employees find it difficult to navigate the broader responsibilities of the organization.
Apart from laying down their roles and responsibilities, managers need to help them by clearly specifying how their role makes a broader contribution and how they specifically can contribute to the company growth. This will keep your team members charged up and as result, they would remain in high performance league.
Be Genuinely Committed To Employee Development
The simple presence or absence of a development plan has little impact on employee performance contribution. But managers who create quality plans that convince employees of the organizations commitment to them and their development can improve enterprise contribution a great deal through signaling a sincere, credible, and realistic commitment to the employee.