Manager Demands Negatively Impact Employee Performance

Manager Demands Negatively Impact Employee Performance 1A 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 wasn’t 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.

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 Manager Demands Negatively Impact Employee Performance 2demoralizing 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.

 Simple steps can be taken by managers and owners:

  1. Set reasonable goals
  2. Agree with staff what is doable
  3. Empower staff
  4. Acknowledge staff through thank you’s and recognition

Using these simple steps managers can improve the workplace environment and overall work performance.  Having a positive, engaged workforce improves the bottom line.

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.

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.

The employee performance improvement system involves:

  1. Performance improvement planning workshop
  2. Manager training in coaching skills
  3. Plan review with manager
  4. Online tracking of goals and goal progress
  5. Monthly coaching with manager, scoring of goals and review of goals.

This results in increased performance productivity and results.  It also results in decreased stress around performance appraisals through the monthly coaching process.

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

Manager Demands Negatively Impact Employee Performance 3Download an excerpt of my book Employee Coaching or pick up a full copy. Employee Coaching and learn how to inspire staff to create the results that you need through coaching.

Schedule a strategy session with me to help you determine how you can shift from micro-manager to empowering leader.

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