1. Understand your staff
Today many workers have a sense of purpose and a desire to further their careers. That said, there are differences between roles and generations so managers should try to appreciate the motivations of individual employees.
2. More coach than boss
To get the best out of their staff, modern managers should strive to develop performance rather than merely manage it.
3. Agree on clear targets
Manager and employee should collaborate in defining performance levels which are challenging but fair.
4. Explain the why and wherefore
Employees show greater commitment if they understand their role within the context of the company as a whole.
5. Be active in goal alignment
The research indicates that when managers help to coordinate individual performance with team goals, productivity rises by well over 50%.
6. Guidelines on organising work
Mutual communication will help managers appreciate objective reasons for deadlines not being met; employees will receive assistance in establishing priorities when faced with multiple deadlines.
7. Coaching as an ongoing process
Employees should feel they can rely on their manager for support. Gallup suggests a coaching conversation once per week is ideal for maintaining employee engagement.
8. Accountability for their own development
Coaching conversations must be backed up by accountability so that employees are aware of their progress and how they may further improve in the future.
9. Look ahead rather than back
Traditional performance evaluations tend to focus on the past; as a result they are often critical and demotivating. Looking forward is more positive and constructive.
10. Focus on strong points more than weak ones
Again, the traditional approach focuses primarily on rectifying employees’ weaknesses. However, research suggests that encouraging people further to develop their strengths will yield much more effective results.
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