Sustaining Employees' High Performance
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Transcript of Sustaining Employees' High Performance
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Sustaining Employees' High
Performance
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Define sustain high performing
employee
If your goal is superior, high performance employees who are
focused on contribution and continuous improvement (and I sincerelyhope it is), you need to manage people within a performance management
and development framework. When you implement each of the
components recommended, you'll ensure the development of the superior
workforce, the high performance employees
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Seeks to Build RelationshipsWhether the workplace has 10,
100 or more than 1,000
employees, strong
relationships make work easier
and more effective. Highperformers develop these
relationships with their bosses,
co-workers, peers and external
stakeholders. Strong
relationships enable highperformers to gain
cooperation, information and
buy in, making work more
effective.
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Values the Mission
Successful organizations are
driven by a common mission
and goals. The best performers
have a clear understanding of
these and value the
importance of mission and
goals as drivers of business
decisions and actions. Top
performers use the mission to
evaluate options and identify
those that are most likely to
drive the business.
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Always Looking to Improve
Mediocrity is not acceptable
to high performers. They arealways seeking ways to
improve themselves and the
people around them. This
includes personal skills and
knowledge.
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Keeps Up-to-Date on theIndustry and Community
Excellent performers do notwork in a vacuum. They areactive in the industry and
community in order tounderstand trends and
competition. This networkingalso enhances company image
and involvement in thecommunity. Consistent
networking helps identify toptalent for future openings to
grow a culture of highperformance.
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HOW TO CREATE HIGH PERFORMANCE EMPLOYEES
By Jim Kimberly
1. Establish Performance Expectations
provide constructive feedback if expectations are not met. performance. Discuss
your expectations for both productivity and interpersonal interactions, then be
prepared to Most companies clearly communicate performance goals in terms of
job output, such as the number of widgets assembled or the number of salesclosed. Unfortunately, not as many companies address the less tangible attributes
of a top performing employee, such as communication skills and cooperation with
other employees. The ability to communicate clearly and get along with others is
essential for effective
2 . Provide Constructive Feedback
It takes regular and consistent feedback to change behavior. Dont sit back and
wait and see if an employee will finally get it.
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3.Establish a positive relationshipShow appreciation, get to know employees personally and understand what
motivates them. Building a relationship is critical for you to make deposits into the
trust bank of employee goodwill. This becomes the foundational support on
which critical feedback stands.
4. Observe behavior
Be prepared to notice specific examples of employee behaviors (effective and
not so effective) in the workplace. Your radar needs to be up!
5. Prepare before giving feedback
Take a few minutes to think through what you want to say and how you will
say it. A few minutes here may help you begin with the right words and not get the
employee on the defensive
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6. State your intention to help
If your intentions are to criticize, dont bother with the feedback because theemployee wont hear it.
7. Share your perceptions of behaviors and their organizational impact
Describe your views and how it affects you, customers and co-workers.
8. Ask questions and create dialogue
Adopt an attitude of inquiry vs. giving a soliloquy and you might learn
more about the situation. Dont assume your view is the gospel . Instead, have a
dialogue about the situation.
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9.Agree on the action plan
Who will do what by when? Make sure that agreements and performance
expectations are clear. Consider sending a memo that confirms the action plan so
no misunderstandings arise.
10.Offer supportBe prepared to offer and deliver support when needed.
11. Follow upThis step is often forgotten because we lose track of the action plan. Consult your
notes and set up regular weekly check-in times.
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Thank you