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Does Asking the Impossible Improve Employee Performance

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Employee performance is a direct result of leadership. When leaders demand, demand, demand, performance suffers and leader frustration increases. – PowerPoint PPT presentation

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Title: Does Asking the Impossible Improve Employee Performance


1
Does Asking the Impossible Improve Employee
Performance?
  • Learn Keys to Improving Performance

2
A Story Of a Small Company Team
  • A small company had a staff team that was
    dedicated to their work, but challenged by their
    manager/business owner. His expectations were
    high but his ability to communicate effectively
    about expectations low. Instead of clearly
    communicating what tasks needed to be completed
    in advance he would outline tasks at the last
    minute without enough time left to complete the
    job in a quality way. The staff felt that they
    had to get the job done, that there wasnt any
    option. They bent over backwards, worked extra
    hours, came in on days off to complete the work.
    And, despite new tasks being thrown in along the
    way they completed the work. And as quickly as
    it was done the next unreasonable task was on the
    table. There was no acknowledgement that they
    had gotten an impossible job done, just the high
    expectation for the next.

3
Bent Over Backwards
  • They bent over backwards, worked extra hours,
    came in on days off to complete the work. And,
    despite new tasks being thrown in along the way
    they completed the work. And as quickly as it
    was done the next unreasonable task was on the
    table. There was no acknowledgement that they
    had gotten an impossible job done, just the high
    expectation for the next.

4
What happens to your workforce when you fail to
acknowledge or thank them?
  • Work forces decrease performance. Research on
    worker performance has consistently indicated
    year after year that money is not the number one
    motivator for staff, but rather social praise,
    success, acknowledgement rate higher. When
    business owners and leaders demand, demand,
    demand and never acknowledge that the staff met
    deadlines went above and beyond is demoralizing
    to staff. Staff become frustrated that no matter
    how hard they work it is never acknowledged.
    Frustration leads to anger and they wonder why
    they continue to work so hard.

5
Simple steps can be taken by managers and owners
6
1. Set reasonable goals
7
2. Agree with staff what is doable
8
3. Empower staff
9
4. Acknowledge staff through thank yous and
recognition
  • improve the workplace environment and overall
    work performance. Having a positive, engaged
    workforce improves the bottom line.

10
Fully Engaged Workforce
  • Using an effective employee performance
    improvement system is another strategy for
    developing a fully engaged workforce. Staffs
    that meet with their manager in a positive
    improvement system are responsive to manager
    coaching and feedback. When coming out of an
    environment that has not been positive or
    acknowledging managers will need to build trust
    and rapport.

11
Employee Performance Improvement System
  • The employee performance improvement system works
    with employees to develop a goal plan to improve
    performance and focus on top goals for the
    company. Managers shift their management
    approach to one of coaching staff. This shift
    begins a full company culture shift. A positive
    engaged employee work culture improves overall
    business results. The benefits to the
    organization are tremendous.

12
The employee performance improvement system
involves
13
1. Performance improvement planning workshop
14
2. Manager training in coaching skills
15
3. Plan review with manager
16
4. Online tracking of goals and goal progress
17
5. Monthly coaching with manager, scoring of
goals and review of goals.
18
Improved
  • This results in increased performance
    productivity and results. It also results in
    decreased stress around performance appraisals
    through the monthly coaching process.

19
Monthly coaching gives managers an opportunity to
  • provide regular feedback, appreciation and
    acknowledgement. Teams become highly productive
    and responsive.

20
Investing in staff
  • Is an investment in the organization, the company
    results and ultimately the bottom line.

21
Learn How to Shift to a Performance Improvement
System
  • www.performanceimprovementsystem.com

22
Learn More
  • To Learn More About the Employee Performance
    Improvement System visit
  • Compass Rose Consulting
  • www.performanceimprovementsystem.com
  • Donna Price
  • dprice_at_compassroseconsulting.com
  • 973-948-7673
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