Fantastic 4 Puzzles
Are you getting the best from their employees? Let me show you how to assemble the puzzle Performance!
Let's start with some facts about the management Performance:
is not easy
not just happen by accident.
can be a difficult puzzle, made up of several pieces vital.
If only one piece is missing from your performance puzzle, your organization may have difficulty with performance. If more than a few are missing, your organization could be headed for trouble!
Managing people and performance is difficult, complex and important issue for some organizations. Some managers never get it right and causes the most problems of performance management is ineffective. In order for people to perform well, managers must be courageous, committed and able to complete the puzzle of performance.
We all did not have puzzles? The first thing most people do is look at the picture on the box. Order Then, carefully and thoroughly through the pieces, keeping a watchful eye on the image, placing them where they fit. And there's nothing worse than getting to the end a puzzle to find one or more parts are missing!
What a disappointment! That imperfect image.
Well, guess what? Puzzle Solving performance is exactly the same!
Does your organization have a clear picture of performance that look like? Does it have all the parts? Their managers may complete it?
Like any puzzle, the pieces themselves are very simple. Of course people know what to do and how to do it! Of course they know what is expected of them and have clear objectives? But is not it? Ask yourself if these things are in place in your organization. Are your managers able to put all these pieces in place and complete the puzzle of performance?
Let's look at each piece of the puzzle and the implications that this piece you're missing.
People do not know what to do
Do not assume that just because people have a job description or have been with you for awhile, they really know what to do.
Employees can derive for the tasks they think are relevant to your work or who prefer to do. It's easy to lose sight of the exact needs of the work or the way business is changing. Busy managers rarely stop to check what people are doing is still relevant.
The solution
Line managers need to take stock of how the organization is operating, which systems and procedures in place and what tasks are necessary to support the business.
Conduct periodic review of the work being done by individuals and teams. Replace the tasks that are no longer useful for business with new ones that support him. The most important – keeping employees informed so they know exactly what to do!
They do not know how to do it
Good induction, on vocational training and regular review of performance are key to ensuring that people have the knowledge and skills to do their job.
Change is constant, customers require more technology and races ahead of us, all affecting the way we work.
Unfortunately, many managers fail to keep pace and people struggle with gaps in their knowledge and skills underdeveloped.
The solution
Good managers constantly evaluate the learning and development needs of their employees, closing performance gaps and appropriate training and guidance.
Great managers coach and mentor their people to achieve their full potential and achieve levels higher performance.
All managers need to pay attention to the needs of individuals and teams and ensure that people know how to do it!
They do not know what is expected of them
Knowing what to do and how to do it is the cornerstone of good performance
but does not end there.
Do your people know that the rules should meet? What do you want with them in terms of quantity, quality, production, behavior, teamwork?
Many employees fall short of expectations because no one remembers to tell them exactly what is expected of them!
The solution
Describe clear performance standards that people should be aiming for. Discuss them with employees, involving them in setting standards to define how performance against the standards will be assessed.
If gaps appear over time between actual performance and what is expected, confront it early, in a constructive, positive, working towards continuous improvement in partnership with employees.
They have clear goals
We all have different skills, talents, strengths and weaknesses. Without SMART objectives that develop us as individuals, many opportunities for improving performance are lost.
Mediocre results, the mean achievements, performance unamazing can be totally reversed when people work to clear objectives. Without goals, without goals, no expectations – no chance of major performance, then!
The solution
Managers can help employees learn, grow, develop, improve and unleash your true potential by working with them to set clear objectives.
Managers as coaches really make a difference, stretching and developing people, according to the organization's values and business goals.
Individuals and teams can achieve amazing results when they are oriented toward clear goals, focused.
There is no shared understanding
Often, people on the frontline of the organization are vague on the strategic objectives, business priorities, the actual contribution they make.
Without a common understanding between business managers and employees, executives and troops on the front line, people are kept in the dark. Those who are kept in the dark, are afraid of the dark. Lack of understanding creates confusion and mistrust.
The solution
People feel part of when business managers to share information and create an understanding about what is happening, what's ahead, what needs to change.
When employees are fully aware of strategic plans, business priorities and how the organization is doing is with pride that the contribution they are making.
Good managers clarity and build confidence through of shared understanding with his people.
There is 2 way communication
People need information, confirmation and an opportunity participation. Lack of communication leads to suspicion, anxiety and unhealthy one vine!
Poor communication, not to keep people abreast of what's happening in the business or the challenges we face is a recipe for feeling bad and, inevitably, low levels of performance. If people feel excluded from the business, why should they be motivated to contribute?
The solution
Communication that flows up and down and from one side to another organization is the oil that keeps the machine productive and commercial constantly spinning.
Employee views count for much. Who is closer to the customer? Involving people in decision making, problem solving and having regular conversations about the business creates ownership and commitment to the organization.
Great managers know – it's good to talk!
People do not receive regular feedback
"How I'm doing? "It's one of the most common questions people have about their work. If they do not know how they are performing, how they can do better or make changes in their behavior?
Many managers are afraid to give feedback, especially when there is poor performance, and avoid at all costs. The problem is not provide feedback has the highest cost of all the organization – the risk of endemic poor performance!
The solution
It's really very simple. Managers give feedback to their people on a regular basis for best results. When people know what they're doing a good job, they take pride in their work and feel they contribute.
Poor performance can be reversed and transformed through careful coaching and constructive feedback. Managers need to work in partnership with its people to help them to learn, develop new skills, improve performance and unlock your inner potential.
His work is not recognized and rewarded
For most people, beyond their monthly salary, reward and recognition of their work is rare.
How many times they said "well done" or "result fantastic "or" thanks for a great job? "We all feel bad when our efforts go unnoticed or no recognition the hard work that was done. Do your managers never find the time to show their appreciation of the results that reach people for the organization?
The solution
Looking for ways to encourage, praise, rewards and recognition to hit the good performance of Want "For the press" for most workers. When people feel valued and appreciated, they are motivated and committed to the organization.
Managers who take the time to engage with individuals and teams, to praise and celebrate the success see real progress. The performance can be raised to the highest level when people feel respected and well regarded, for what they do.
People are not given control and responsibility
Performance is no longer a strict process full command and control. Unfortunately, many managers may not relinquish control of the task and let go of the reigns.
People who are driven and pushed, and said marshalled contract can take place, or even lower. For people to perform above and beyond the contract that needs to be given the opportunity to take responsibility for themselves and the way they do their job.
The solution
Performance should be owned by managers and employees. When people's own task and make it their biggest effort they put in and strive to do your best.
Managers who provide freedom, autonomy and responsibility to control its people to create the perfect opportunity for optimum performance.
Training people to take full responsibility for their own performance is a key task for managers.
And finally,
How many parts you think are missing from the puzzle performance
in your organization? Maybe you have all the pieces, but their managers do not have the skills and capabilities to put them all in place? Start now to identify the missing pieces and work on solutions.
About the Author
Contact our highly experienced, professional management development team at www.coachingfromclarity.com to find out how we can help you to transform performance in your organisation
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