Great managers (as defined elsewhere on this web site) foster high performance by motivating and caring. Such managers understand and connect with employees and their driving and internal motivations. They build genuine relations and confirm that they care – not just about employees' work lives but about their personal lives as well. Employees engage when frank discussions occur manager about anything. Or when managers invests in people rather than numbers.
For great managers, the crucial "soft" form of management come naturally, helping them connect with and motivate their employees. By getting to know their team members as people first, they take into account each employee's unique qualities while managing toward high performance.
Great managers keep frequent performance management exercises. Steady high performance frames regular work on the manager's part. Score-keeping is one of many specific exercise great managers make a habit of doing:
- Goal setting: Employee performance goals should align with business plans at all levels. Great managers set and tailor goals with individual employees -- building ownership for organizational objectives among team members. Gallup recently found that
69% of engaged employees strongly agree that their manager helps them set performance goals, compared with 8% unengaged employees who strongly disagree with the statement.
- Reliable and essential communication: Employees want their managers to be open and approachable. Employees feel recognized and supported with consistent communication. It helps build a productive workplace in which people feel comfortable enough to experiment, to challenge, to share information and to support others. Great managers ensure healthy communication, which is a behavior that fosters engagement. Employees engage three times more when meet regularly with managers compared with employees who don't meet with managers regularly.
- Frequent discussions about responsibilities and accountability: Employees want more than a written job description – they want role clarity and how it aligns with others' work, normally and during times of change. Though helping employees understand their responsibilities might seem easy, it takes talent to do it right. Great managers don't just tell employees what's expected of them. They often talk with employees about responsibilities and progress. Instead of keeping yearly performance conversations, they provide constant evaluation, which engages employees. Gallup analysis from 2013 shows that 50% of employees engaged and who strongly agree that their manager holds them accountable for performance, compared with 3% who strongly disagree.
Clearly, great managers have it in their power to take their team's performance to new heights.
For effective performance management, organizations need these high-talent managers and their performance-driving practices. Firms also need organized procedures and reliable metrics to expand this ideal performance management.
bEffective is here to help you with both your leadership development as well as staff roles and scoring needs.