The phrase "Do as I say, not as I do" doesn’t apply in the workplace. Employee performance is a reflection of the executive team and their performance as leaders. If employees are consistently not performing at the level or standard that management expects, it might be time to review the performance of management by asking some targeted questions:
- Have they made the organization’s mission and expectations clear?
- Have they helped employees align their goals alongside the businesses goals?
- Are they giving regular feedback and engaging in two-way communication?
Engaging and motivating employees starts on day one. Expectations and individual goals should be made clear on the first day so there are no misunderstandings later down the road. The organization’s mission should also be made clear on day one, so employees know what they are continually working towards. Without a clear mission, employees can lose direction and their performance can suffer.
Performance levels can also improve through goal setting. It is the management team’s job to help their employees set short and long-term goals and measure performance. Short-term goals continually motivate employees to keep working towards long-term goals. Short-term goals also help management celebrate the small wins and correct minor performance mishaps.
Another reason employee performance might be subpar could be from the lack of feedback. 43 percent of highly engaged employees receive feedback at least once a week, according to LinkedIn. Employees want to know how they’re doing and how they can be better: when managers engage in regular two-way feedback, misunderstandings can be reduced and engagement levels will rise.
BirdDogHR understands that performance management is crucial to company success, that’s why we help organizations automate, centralize and standardize the process with BirdDogHR Performance Management. To learn more check out the Performance Management: Then vs. Now infographic.