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 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 
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.
Simple steps can be taken by managers and owners:
- Set reasonable goals
- Agree with staff what is doable
- Empower staff
- 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:
- Performance improvement planning workshop
- Manager training in coaching skills
- Plan review with manager
- Online tracking of goals and goal progress
- 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.
Download 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.
Donna Price is a strategist, working with entrepreneurs to increase profits using the 7 Profitability Accelerators. Create your system for success.
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Manager Demands Negatively Impact Employee Performance
Posted on August 25, 2011 by Donna Price, Marketing Strategist & Business Consultant
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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.
Simple steps can be taken by managers and owners:
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:
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.
Schedule a strategy session with me to help you determine how you can shift from micro-manager to empowering leader.
Donna Price is a strategist, working with entrepreneurs to increase profits using the 7 Profitability Accelerators. Create your system for success.
Category: Performance Improvement System, Leadership, Management Tags: assess employee performance, employee appraisals, employee comments on performance review, employee evaluation, employee evaluation form, employee evaluations, employee performance, employee performance appraisal, employee performance appraisal forms, employee performance appraisal software, employee performance appraisals, employee performance assessment, employee performance comments, employee performance evaluation, employee performance evaluation comments, employee performance evaluation forms, employee performance evaluation samples, employee performance evaluations, employee performance feedback, employee performance goals, employee performance goals examples, employee performance improvement plan, employee performance management, employee performance management software, employee performance management system, employee performance monitoring, employee performance objectives, employee performance plan, employee performance ratings, employee performance report, employee performance review, employee performance review comments, employee performance review questions, employee performance review software, employee performance reviews, employee performance reviews samples, employee performance sample, employee performance survey, employee review, employee reviews, employees performance, employees performance evaluation, evaluate employee performance, evaluating employee performance, human resource management, human resources, improve employee performance, improving employee performance, leadership training, managing employee performance, measure employee performance, measuring employee performance, monitoring employee performance, performance appraisal, performance appraisals, performance evaluation, performance evaluation forms, performance evaluations, performance improvement, performance improvement system, performance review, performance review comments, performance reviews, sample employee performance evaluations, tracking employee performance, writing employee performance reviews
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