How to Motivate Under-Performing Personnel
It is no secret that the performance of personnel is the largest
contributing factor to the long-term success of any
organization. Managers may give direction, but in the end, it is
the company's staff that determines how well it executes. It is
the staff that must respond to the threat of competition and the
shifting interests of shareholders and consumers. Taking this
into consideration, one of the greatest challenges facing
managers is motivating their personnel to achieve outstanding
performance. Whether you are a first-time or veteran manger,
these simple strategies will serve as a primer to put you on the
right track.
Emulate High Performers
Direct your staff to model the behaviors of their well
accomplished colleagues. The more you and your staff are
presented with these positive archetypes, the more likely they
are to model that behavior and exhibit the high performance you
seek. This applies internally and externally, on a group and
individual level. In addition to being modeled from outside
sources, successful techniques should be shared by different
groups within your organization. In order to perform at peak
level, your staff must know the details of the methods that
bring results. Take time or set up meetings to share success
stories where your staff can share their most effective
strategies.
Believe in Your People
The Law of Expectation plays a key role in managing people.
Simply stated, it says, "In life, you get what you expect." So,
expect the best from your staff in order for them to perform at
a high level. Given the proper resources and direction, good
people will perform at your level of expectations. As someone
they respect, the more you believe in their ability, the more
they will believe in their own ability. Confidence breeds
confidence and success breeds success. Responsibility given to
the right people will communicate a message that you expect more
of them and they will perform to reach that level of greatness.
Set Realistic Goals
Employees should know at all times what they are striving toward
and being held accountable for. It is important that your team
has clearly defined goals set at the beginning of any evaluation
period. There is nothing as disheartening as being evaluated
without being given prior written goals. Also important to note
is that goals assigned to employees should be attainable and
influenced by factors within their control. You should support
your staff by providing them whatever resources they may require
for the attainment of their objectives.
Incentive Programs
Incentive programs should encourage behaviors that benefit the
organization and promote its mission and values. They should
offer enticements for employees to launch new initiatives that
will directly or indirectly boost morale, generate revenue, and
reduce expenses. Incentive programs work to create a corporate
culture that promotes initiative, teamwork, and the generation
of ideas for productivity enhancements. They assist in fostering
the development of new business, as well as the projects that
affect the bottom line. As the old saying goes, "You get more
from what you encourage and reward." Management is no exception.
Reward and Recognition Programs
Reward and Recognition programs apply when projects have been
completed. To be effective, R&R programs must be genuine and
equitably applied. One way to ensure this is by having
recognition that comes from your staff, not the top ranks.
Employees should select those deserving recognition, not
managers. It should be a system with defined metrics that all
employees can measure their performance against. It is then a
system based on objective accomplishment, not one based on the
subjective choice of management. Another effective R&R technique
is to reward teams over individuals. This creates an environment
of teamwork, rather than competition. The most effective R&R
programs are those that offer ownership to their staff.
Lead from the Front
Nothing will motivate people like a good leader. Good leaders
foster the ideals of trust and interdependency, as well as they
lead by example. By leading from the front lines they
demonstrate their knowledge, vision, and experience, and command
the respect of their teams. They show an understanding of their
business and personnel. Their level of knowledge and ability to
relate to others command respect; they would do anything for
their people.
Coaching Programs
Education is one of the best ways to motivate under-performing
personnel. No employee or associate wants to feel they have
plateaued in their work environment. By offering coaching
programs, you communicate your concern for personnel
development. You also offer new skills for your workers to
implement and build upon in carrying out the organization's
mission and objectives.
Add a Deeper Level of Meaning to Business Activities
Another powerful way to motivate your staff is to reinforce the
importance of their daily activities. It does not matter if the
function performed seems small; it contributes to the overall
efficiency of the organization. Help them understand that they
are doing something vital, that they are helping people or
changing an industry. Give them something greater to strive for.
Anything done with meaning and purpose will be far more
effective, and therefore more powerful, than things done without
their efforts.
Give Guidance, Do Not Micromanage
Allow your employees the freedom to create. Encourage them to
devise new ideas and show them how those ideas will be
respected. Micromanaging is one of the quickest ways to breed
resentment from your staff and communicate that you do not trust
their ability. Giving proper guidance entails communicating the
desired objective, directing your team to resources to help get
the job done, pointing out potential pitfalls, and holding
periodic status meetings. These along with maintaining an open
door policy will make your staff feel equipped and that they
have your support. If you have to micromanage, you have hired
the wrong person.
The methods you learn here are not one-time tactics, but ideals
to be intertwined with your corporate culture. Many employees
will spend more time at the office than waking hours at home.
The relationships they forge in the workplace become akin to an
extended family. Just as it is the employee's decision to excel,
so too is it the manager's choice to perform in the same manner.
The manger is responsible for the morale of his/her team. It is
up to him/her to make the environment a great place to work.
Staff members will only be as good as their managers. It is up
to that visionary manager, to initiate a culture of creation
over competition, of justness over cronyism. This is how
effective leaders are born and personnel are motivated to
perform at outstanding levels.