Feedback is something that can make or break employee performance. In fact, not providing feedback can be detrimental. Employees are two times more likely to be disengaged if they feel like they are being ignored by their manager.
Getting more out of an employee’s day is a top of mind subject for managers and supervisors across all industries. Facilitating an environment where motivation, engagement and productivity exists, is easier said than done! Appreciation is at the center of a great performance management plan. Recognition and gratitude for a job well done is not a nicety to be dismissed, but rather an often overlooked piece of performance management ripe with opportunity.
We keep hearing all about communicating and engaging more with employees. Whether it be through performance-based feedback or monthly team bonding events, you should show that you’re paying attention and that you know what your employees are doing. Plus, a little appreciation never hurt anyone. The following benefits prove why engaging and showing some gratitude can help your employees and your overall organization.
Developing a culture that supports and nurtures high potential employees is not reliant on one or two simple factors. The entire context on which your business operates impacts your results. One of the most important aspects is the culture of your company – how things get done, what works and what does not work as far as behaviors go, how you give performance-based feedback and how decisions get made.
Performance coaching is a rather new management technique where a series of conversations are used to enhance employee well-being and performance. The premise of performance coaching is that employee development and productivity can be boosted by setting aside time to analyze how both leadership and employees can take their skills and performance to the next level. Through the technique, leaders are less focused on themselves, managers connect with issues workers experience and employees continually review progress that sustains their effectiveness. Performance coaching is a step beyond training in that it provides on-the-job training to employees while inspiring advancement.
The Sanderson Sisters are coming out to play this Halloween, and as a manager or department lead, you can’t let them put their spell on you. If you’re finding your performance is flying out the window on a broom, here’s how to work your own magic to keep your performance management in line during this Halloween season.
Communication is key. Whether verbal or nonverbal, you communicate with everyone you meet and it can mean a lot, especially with those we work with.
Companies are very much alive, and they need to be nurtured to evolve and develop alike other living things. In order for growth to happen change must be introduced. When change is introduced, the potential for growth is limitless.
Gallup reports the US loses from $450 to $550 billion annually to those employees considered “not engaged.” That means, those poor performing employees might be making a dent in your bottom line, an idea no leader wants to think about. Every manager will meet the challenge of addressing poor performance, and it’s the approach that’s taken that can lead to a reinvigorated worker or a ticking time bomb of an employee. To manage poor performers back to peak productivity, you and your management team should avoid these big mistakes.
Employee feedback is one of the most important (and most under-appreciated) aspects of running a business or managing a team. When overlooked and done improperly, it can result in low employee engagement, which will affect recruitment and retention. So, if it’s so important, how do so many of us let it go to the back burner?