We are always looking for strategies and techniques we can use as leaders to increase the performance and results of our people.
There are four focus areas that if you implement well, will increase your employees’ interest, motivation, and their ability to deliver results.
Goal Clarity: Spend time alone with each individual that works for you to review individual and departmental goals. Linking individual performance with departmental goals, where employees can see clearly how and what they do day-to-day impacts the team, department, and ultimately the company results. Even though we think employees already know this information, you will be surprised that by reviewing and updating goals and results on a quarterly basis just how much performance and motivation will increase.
Role Clarity: A large number of companies are reorganizing and restructuring their businesses and their people, including the most senior levels. This constant upheaval and repositioning inside companies has many implications, one of them being confusion regarding employee roles and responsibilities. I find that this uncertainty begins with the individual him or herself, who is often not crystal clear regarding what their job entails amidst all the change. This lack of role clarity then begins to trickle down through the organization impacting many individuals and functional areas. As a result, others who interface with this employee often become uncertain when and how to include them in the information loop. It is the responsibility of senior management to be very clear, outlining the roles and responsibilities of every person and position in their departments. During times of organizational change it is critical to keep asking the question, “What part of your role is unclear to you or may be unclear to others?” to ascertain what needs further clarity.
Competence: Are your people skilled to do their jobs and do they have the ability to grow into the organization’s future need? Can you rely on each and every person reporting to you to consistently deliver high quality work? Do you have on-going discussions with your employees regarding their development technically and interpersonally to increase their skills? These three questions cover the important areas to consider as you evaluate the competencies and growth opportunities of your direct reports. As businesses continue to change, it is not unusual to discover employees no longer fit the job. In this situation you might consider training, coaching, mentoring, moving them to another position inside the company that is a better fit for their skill set or lastly letting them go. Remembering that it is your people that make your business successful as products and services don’t sell themselves, having the right people, with the right skills, in the right job is critical.
Commitment: Leadership requires commitment- commitment to core values and principles personally and professionally. Asking yourself as well as your staff, “What is it that you are committed to in working here?” will give you insights on how to manage, motivate and develop yourself as well as your staff. Long term, we can’t motivate others to perform better, but we can help them discover what’s most important to them therefore, uncovering their own motivation and increasing their own performance.
Leadership Coaching Newsletter is written and produced by Wendy Capland. If you have any questions or comments, please send them to: wcapland@visionquestconsulting.com. We'd love to hear from you.
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