4 simple steps to help managers create high performers

4 Simple Steps to Help Managers Create High Performers

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Most companies employ people believing that they would become high performing employees, who would take the initiative to better their own profiles and that of the organization. Many a time though that doesn't turn out to be the case. Here is a look at how a manager can help turn the situation around.

1. Set Clear GoalsImagine you were bowling and no-one told you the aim of the game. How long do you think you'd remain interested or excited by the game? If you are like most people, not too long!

It's the same in organizational life.

A key finding of the study is that too many managers don’t take time to clarify enough what they expect from their employees. Many employees are hesitant to ask more too and eventually this void in communication makes it difficult to empower and motivate employees.

People can get all excited and ready to give of their best, but if they don't know what excellent performance is, or don't know when they have performed well, you are pretty much killing any work motivation in them.

It would be great if you could spell out specific targets, goals, and expectations in performance. Make work appear like a game and you can get even the most reclusive of employees to give their best!



2. Make feedback a regular thingFeedback - both positive and performance improving – is an inevitable improvement model. It need to be timely, specific and presented in such a way that the individual is clear about what behaviors or skills are to be improved or followed upon. Make sure the messages have reached them. Is your internal communication strong enough? Have the employees been able to internalize what you said?

3. Play by your employees strengthsAs Albert Einstein said, if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid. Same goes for your employees too. Some would have brilliant ideas for projects they are not working with, or would be better in a different stream altogether. Know your employees strengths and motivate them accordingly. For research shows that when employees play with their strengths, work will have higher output levels, which in turn makes them feel effective, focused and content - that's a win-win for all.

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4. Create an ownership mentality

If you are able to make an employee feel worthy of his, you can make him accountable. And when s/he knows the accountability and the consequence of one's action toward the company, they would develop a sense of ownership. And when individuals understand this mentality, they would possess the freedom to decide and act, and most often make the right decisions too. This can only be done over a period of time, by constantly communicating how each action of any employee would result in palpable growth for the company.

To summarize, a manager can encourage the following: • Clear communication of responsibilities and roles, goals and expectations• Create an encouraging environment with the help of team-building games• Play by your employees strengths• Create an ownership mentality

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