Date: October 14, 2015
It is tough for employees to meet performance goals when they do not know exactly what is expected of them.
And far too many employees fell into that category. Based on Engineers International work with companies worldwide, only about half of employees strongly agree that they do not know what is expected of them at work.
Helping employees to set and achieve goals is a manager’s key responsibility, but according to Harvard Business Review it shows that many managers don’t really own this task. To free employees to take initiative and inspire high performance, managers need to set clear expectations, hold employees accountable for meeting them and respond quickly when employees need support. But managers also should hold themselves accountable for meeting employee’s performance needs.
Inspiring Employee Performance
When it comes to knowing what’s expected of them, employees need more than a job description. They must know when they are performing well and when they are not. The best managers clarify expectations and support employees by helping them structure their work and prioritize their tasks. They help employees measure the difference they make and hold them accountable for their results. Additionally, they are available to answer employees’ questions and provide ongoing support, feedback and communication so that employees always know whether they are meeting expectations.
The Top Three Elements of Employee Performance
Performance Standards: Inspiring performance starts with establishing clear expectations and goals. Employees need clear direction from their managers on what is expected of them, how much and when
Leadership Training: After managers set expectations, they do not just walk away and hope for the best. They know the tasks and projects their employees are working on, hold them for accountable for meeting expectations and provide regular measurement of and feedback on their performance.
Compensation: To motivate achievement and accountability, the best managers are available whenever an employee needs support. They listen, and when an employee encounter a problem, they actively help him or her solve it. These managers are approachable and responsive.
These three elements have important effect on employee engagement, which plays a crucial role in helping companies grow. International Association of Business Communicators Research Foundation’s second Employee Engagement Survey in 2010, measures engagement items that link to important business outcomes, such as improved productivity, profitability and customer ratings. It provides a clear picture of a company’s work environment and each manager’s success in meeting employee needs
Within the measurement and analyzing between performance standards, leadership training, and compensation and employee engagement, I found that the more successful a manager is at fulfilling employees’ needs on each of the three elements, the more likely employees are to be engaged.
Benefit of Engagement
Meeting employees’ needs is important to encouraging high performance. When managers help employees set work priorities and performance goals, they give employees more freedom in meeting these objectives, enabling them to take initiative and work autonomously. Employees also gain satisfaction from creating their work procedures themselves and from being involved in these decisions.
Employees who create their goals with their manager will follow through on them with more enthusiasm. If managers fail to meet employees’ needs or to involve them in setting expectations, employees are less likely to be engaged—and their companies are less likely to reap the benefits of engagement.