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Help Them Help You: Good Managers Inspire Good Employee Performance Contributed by Shane Avron on February 18, 2014 in Organization, Change, & HR Gallup released its State of the American Workplacereport, a comprehensive look at employee engagement and performance in the U.S. The study found that 30 percent of employees are engaged and inspired by their work, and at the other end, 20 percent are actively disengaged and uninspired. In the

Help Them Help You: Good Managers Inspire Good Employee Performance

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Page 1: Help Them Help You: Good Managers Inspire Good Employee Performance

Help Them Help You: Good

Managers Inspire Good Employee

Performance

Contributed by Shane Avron on February 18, 2014 in Organization,

Change, & HR

Gallup released its “State of the American

Workplace” report, a comprehensive look at

employee engagement and performance in

the U.S. The study found that 30 percent of

employees are engaged and inspired by their

work, and at the other end, 20 percent are

actively disengaged and uninspired. In the

Page 2: Help Them Help You: Good Managers Inspire Good Employee Performance

middle is the remainder: 50 million (50 percent) Americans who are not engaged by their

work or their managers. They’re just kind of there.

Gallup holds managers entirely responsible for an employee’s level of engagement. The top

25 percent of teams (the best managed) have 50 percent fewer accidents and 41 percent

fewer quality defects than the bottom 25 percent (the worst managed), and they incur far

less in health care costs. With this in mind, we think that one of the most important

decisions you can make in business is who you name manager. Good managers embolden

your employees; bad managers hurt your bottom line. The good news? These four

performance solutions can help at every level.

Health Care

Health care plays a vital role in a motivating a workforce. Research from Cornell University

shows medical insurance has a great influence on an individual’s task performance, which

affects workplace safety and performance. Cover your staff—it indicates you care about their

well-being and inspires them to be safer and perform better.

Page 3: Help Them Help You: Good Managers Inspire Good Employee Performance

Company Culture

Companies tend to this issue the least, because it doesn’t yield tangible results, but company

culture is often the first link in a chain of subsequent performance defects. There isn’t a

single formula to tightening the family ties of your organization, and it’s a big job—but you

should be doing it, as it pays big dividends. Two examples to get you started:

Business cards used to be a necessity, exclusive to client-facers, but the more hats we wear

professionally, the more we blur those lines. Equipping the most removed workers with

brochures, catalogs and other business collateral keeps them feeling in the loop, and

numerous sample and pricing options are available to managers who want everyone

representing their brand to be able to network with others.

Yes, people should be having fun at work. But no one wants or needs more fake fun . Don’t

schedule another trivia contest or dress-down Wednesday—find ways to make the work

itself more rewarding. Performance is also closely tied to building a corporate culture of excellence. Read more about this topic in this

article: Strategy Implementation: Why Culture Matters .

Page 4: Help Them Help You: Good Managers Inspire Good Employee Performance

Telecommuting

Alongside a rise in cloud computing has risen an opportunity to extend the boundaries of

work to the home. Letting staff dictate where they do (a portion of) their work desensitizes

the pressures of that work and yields a 12 percent increase in overall efficiency, according to

a Gensler study.

Positive Reinforcement

Commended employees will work harder for you, but sometimes we just forget to say it.

Revive or revamp your employee recognition efforts to make sure your employees know

their efforts are appreciated. A “thank you” backed up with something tangible like a gift

certificate for a massage, lunch on the company or a gas card is a small but lasting bump to

employee performance.

Check out this Employee Performance Guide for a basic introduction to performance management, the process,

setting objectives, providing feedback, the performance discussion between manager and employee.

Page 5: Help Them Help You: Good Managers Inspire Good Employee Performance

About Shane Avron

Shane works in Internet advertising, and writes about advances on the social Web and more.

Page 6: Help Them Help You: Good Managers Inspire Good Employee Performance

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