This graphic is just what you want to see…the performance of your direct reports on the constant upswing. One way to encourage ever greater performance levels -what we call “performance lift”- and to keep motivation high is to make sure your employees are fully engaged in their work. And one way to accomplish the employee engagement goal is to check in regularly with your employees to find out how things are going.
Your conversations should aim for open, honest feedback and for ways that you can increase employee commitment to the job. Performance management training maintains that if you are genuinely interested in supporting your employees’ growth, your tone of voice will convey your support and invite their trust. And if you focus on areas of concern that have a direct influence on performance, you will gain valuable input on how they feel about job satisfaction, manager effectiveness, the overall team environment and their contribution to the enterprise as a whole.
Try asking questions like the following to keep that arrow on the rise:
• How can I make your work more satisfying?
• What would you do differently if you were the manager in charge?
• How do you prefer to be recognized for a job well done?
• What do you like most about working here?
• If you could change one thing, what would it be?
• What is your biggest challenge right now?
• What most concerns you about the direction we are headed?
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