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Most Recent Articles
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- Motivating Employees: Use People Interests When Making Assignments
Some employees like working alone while others crave a crowd. So why not use these “people” likes or dislikes as a motivation tool. How? By consciously looking for opportunities to allow employees to work with the numbers of people they desire. This article gives you four options for making such assignments. - Jumpstart Your Career By Using A Big Picture Approach
As you move up the corporate ladder, you want to demonstrate your personal competence and your organizational knowledge. This article shows you how to accomplish this by making a few small changes in what you say. It contains four strategies you can use to jumpstart or advance your career by showing superiors that you understand the Big Picture. - Improve Employee Performance By Letting Aspiring Leaders Take Charge
If you have an employee who always wants to lead assignments, encourage better performance by finding ways to let him or her have a leadership role. This article explains how you can use this strategy to improve employee performance and gives you three situations that offer leadership responsibilities. - Improve Employee Performance By Letting "Talkers" Speak
If you have employees who love to talk, consider using their passion for talking as a way to encourage greater cooperation and contributions. This article explains the usefulness of this approach and gives you four situations where you might apply it. - Improve Employee Performance By Focusing On What Employees Dislike
As you consider options for improving employee performance, don’t overlook things employees dislike. You will know what employees dislike by what they say or what they do (or don’t do). Use this information to improve employee performance by connecting a change in performance to a change in the disliked situation. This article describes this approach and gives you four ways to use it. - Using Employee Complaints As A Performance Management Strategy
While employee complaints can be irritating, you can use them to encourage greater cooperation and contributions. How? By showing employees how their positive performance might mitigate or eliminate what they complain about. This article describes how you can include complaints as part of your overall performance management strategy and gives four ways to conduct ongoing discussions with employees. - Using Compliments As A Performance Management Strategy
When you compliment employees, you want them to continue delivering the same kind of positive performance. You can increase the odds of that happening if you tell them how much you appreciate what they did, and then tell them what might happen if they keep doing the same thing. This article gives you four ways to use regular compliments as a way to more effectively manage discussions about positive performance. - Achieving Goals – 3 Ways To Encourage Performance Improvement
If your employees are not achieving goals, you might want to look at some ways to create visible and continuous reminders around the goals you are trying to achieve. This includes sharing certain information with employees and talking to them. This article gives you three ways to reinforce the importance of achieving goals. Use these strategies to encourage positive performance. - Improving Employee Performance – How To Talk So Employees Produce
If you want to improve employee performance, use everyday discussions to reinforce the importance of doing a great job. How? Link the performance to workplace results that are important to employees and important to your organization. - High Performers Versus Low Performers - 7 Ways To Tell The Difference
If you want more options for talking about good versus bad performance, consider how employee behaviors contribute to the achievement of team, office, and organization goals. These seven examples will help you explain the difference to employees. - Managing For Results – 8 Ways To Link Performance To Results
If you link performance to results, you get better performance. Just make sure that you balance the results between things that are important to your organization and things are important to your employees. Use these eight examples as a guide. - Problem Solving Skills – 5 Ways To Discuss Performance Improvement
To solve problems, employees must know how to do things like determine root causes of problems, develop contingency plans, and track the impact of solutions. If your employees need to improve in these areas or others, these five discussion techniques will help you get greater cooperation. - Discussing Employee Performance – A Formula For Clarifying Your Performance Expectations
If you ever struggle with giving employees clear explanations about your performance expectations, this approach can help you more effectively formulate your thoughts and structure your conversation. - Reinforcing Employee Performance – 10 Strategies To Get You Started
How can you create an environment that continuously reinforces the value of doing a great job? By making a few changes in how you talk about assignments. Use these 10 strategies to start your reinforcement process. - Performance Discussions About Communication - Using A Results And Behavior Approach
Do you have employees who complain about how others communicate, but need to improve their own communication? If so, you could probably use a few ideas on how to structure your performance discussions with these employees. The Results and Behavior Approach in this article offers you three hypothetical scenarios about communication and several performance—improvement recommendations for each. - Improving Customer Service – Explain the Benefit for Employees, Not Customers
If you want employees to deliver better service, try explaining to employees how better service can lead to lower stress, irritation, and frustration. Begin implementing this process by using the example and employee benefits in this article. - Job Enrichment Equals Better Performance – 8 Ways To Link Job Enrichment To Performance
One way to improve employee performance is to link performance to job enrichment. You do that by emphasizing how better performance can lead to things like greater autonomy, more varied assignments, or different workplace experiences. Begin with these 8 ideas. - Performance Discussions With Mission Statements – A Combination For Greater Contributions
When talking about performance, if you want to focus on “a common purpose,” try linking performance to mission statements. By virtue of their presence, your employees have committed to your organization’s mission. So use this information to explain the value of performance improvement. Or use it to explain the value of positive contributions. This article will show you how. - Effective Change Management - 10 Ways To Encourage Greater Commitment
Sometimes the way you talk about changes in your organization, determines how much your employees are willing to embrace that change. Use this article to identify several positive results you can use to explain why change is important and to inspire greater commitment. - Encouraging Better Time Management – Link Behaviors To Personal Work Goals
When employees don’t effectively manage their time, they complain about a lack of time to do a good job. Their personal work goal is to do a good job, but they just don’t have the time! They would also like less stress, more time to eat lunch, etc. You can encourage improvements by explaining to employees how exhibiting the time management behaviors you want can lead to the achievement of personal work goals they want. Start with the tips in this article. - Encouraging Greater Teamwork – Link Performance To Individual And Team Benefits
How do you encourage greater teamwork when everyone does not always want to work for the good of the team? You link positive team performance to work outcomes that benefit the individual team member as well as the entire team. This article shows you how. - Linking Employee Performance To Learning And Development – A Performance Improvement Strategy
The next time you are trying to convince employees to improve performance or take on assignments, consider what you know about their learning and development needs or wants. Do they want or need skills to help them get a new job or manage a project? Or perhaps someone desires to learn something for the sake of learning. Whatever the reasons, most of your employees are probably interested in enhancing their knowledge, skills and abilities. Why not use this information to encourage improved or continued performance? Explain to employees how performing an assignment or making improvements can lead to the kind of learning and development they want or need. Learn more in this article. - Linking Career Advancement To Job Performance – A Performance Improvement Strategy
What do you do when you have employees who have become lackluster about performance because they want a promotion? Offering platitudes like “I understand” or “hopefully it will happen soon” do not always work. What does work is helping employees see that they can still have some valuable career related experiences, even if they cannot get a promotion right now. This article will show you how. - Linking Employee Performance To Results – How It Works
Do you sometimes struggle when you have to explain to employees WHY performance improvement is important? If so, you might find the approach in this article useful. It offers you multiple ways to explain the importance of performance improvement. So the discussion is not just about the performance you want. The discussion is about how the performance you want can lead to positive results for the employee and for the organization where the employee works. Try it during your next performance improvement discussion. - Improve Cooperation By Linking Cooperation To Results
The more employees willingly do what you need them to do, the better for everyone. Of course, making this happen is not always easy. It requires you to motivate employees to “want to” cooperate. You can do this if you link cooperation to results. This article includes examples of cooperation behaviors, examples of results you can link to those behaviors, and questions to help you create your own customized results. Use this information to motivate your employees to be more cooperative. - Want High Performance? Use The Strategies That Motivate Olympic Athletes
There are several things that motivate Olympic athletes to do their best. Likewise, there are several things that motivate your employees to do their best. If you could benefit from some performance improvement ideas, try using the strategies that Olympic athletes use to keep motivated. This article gives you three approaches to motivate employees to deliver high performance and several ways to explain the importance of doing so. - Performance Improvement Is Possible – If You Can Answer These 15 Questions
If you want performance improvement or a continuation of outstanding performance, you have to do more than just distribute assignments and “expect or hope” for the best. You have to be ready to answer some critical, spoken or unspoken, questions that motivate employees to make ongoing positive contributions. This article gives you 15 critical questions employees ask and ways you can answer these questions. - High Performance Leaders – 5 Ways They Motivate Employees To Deliver Positive Performance
If you have ever had to lead employees at any time or at level within your organization, you know that it’s not easy. Sometimes employees deliver positive performance and sometimes they don’t. Since your success is linked to their performance, you have to find ways to keep employees giving their best. This article offers you five strategies high performance leaders use to achieve positive results. Try them for yourself. - Effective Performance Management – A Checklist Of 13 Questions To Help You Maximize Employee Performance
To maximize employee performance, you need to give employees regular feedback. The way you do this determines whether you motivate or de-motivate employees to improve poor performance or continue outstanding performance. Use this checklist of 13 questions to make sure your performance conversations are effective. - Improve Employee Performance By Linking Performance To The Achievement Of Organizational Goals
If you are looking for a way to emphasize the importance of performance improvement, using the achievement of “organizational goals” is an approach to consider. By showing employees how their performance can positively or negatively impact what your organization achieves, you make employees partners in your organization’s success. This article explains the value of using such an approach and gives you a three-step process to create your own links. - Improve Employee Performance By Emphasizing Personal Benefits Of Performance
When you talk to employees about performance improvement, sometimes it’s useful to “strategically” highlight the ways improvements can benefit employee productivity and quality. Many times improvements are linked to benefits for the team, the customers, or the organization. However, describing how improvements can lead to less stress and reduced workloads for employees is equally beneficial. This article offers some examples you can use to make these links. - Accomplishing Priorities – 4 Ways To Encourage Performance Improvement
If you are planning to talk to your employees about the need to do a better job of accomplishing priorities, you will have a greater chance at success if you explain how they can benefit from improved performance. This article offers 4 explanations you can use to explain “why” improvement matters and “how” employees benefit. - Project Management – 4 Ways To Encourage Performance Improvement
When you talk to employees about improving how they manage projects, you want them to feel motivated to do what you ask. One way to make that happen is to link performance improvement to various types of positive results. This article offers four results you can use to encourage improved project management. Use them during your next performance discussion. - Measuring Your Leadership Effectiveness – 10 Ways To Tell If You Have A Positive Influence On Employees
You have to use leadership skills to motivate your employees to consistently and continuously deliver their Best Performance. The most effective leaders know how to positively influence the employees’ they lead. They also know how to measure their effectiveness as leaders. This article offers 10 measures you can use to determine how effective you are when it comes to influencing your employees. - Improve Telephone Communication By Linking Better Performance To Results For Employees
When you talk to employees about better telephone communication, you want to keep the focus on performance improvement and away from complaints about customers, processes, or procedures. You can do that if you link improvements to results for employees. This article describes this approach. It also contains examples of telephone behaviors and results. - Improving How You Conduct Performance Discussions With Poor Performers
When you talk to employees about unsatisfactory performance, you want employees to make changes to improve their performance. You increase your likelihood of this happening if you clearly describe the performance problems, explain the impact of those problems, and identify suggestions for improvement. This article uses these three components as an approach for conducting performance discussions with poor performers. - Improving How You Give Performance Feedback To High Performers
If you have some outstanding employees, you want to encourage them to keep doing their best. Giving these employees specific, genuine, and ongoing performance feedback is one way for you to accomplish that. This article offers six examples of ways to make positive performance feedback a regular part of your interactions with high performers. - Improve Employee Performance By Emphasizing The Impact On Other Employees
As a manger, you need and want various ways to discuss performance improvement. You also need to explain “why” good performance matters. When you tell employees “how” what they do (or don’t do) impacts the work of other employees, you emphasize the importance of good performance from two perspectives: coworkers and the work that coworkers do. This article gives you three ways to discuss this impact. - Motivate Employees To Be More Dependable By Emphasizing Behaviors, Not Traits
You depend on your employees to do a great job. So “dependability” is a trait that is part of discussions about timeliness, quality, and service. But sometimes you have talk about what it means to be dependable. When that happens, you want to give specific examples of behaviors. That way, you and your employees will have the same interpretation of your performance expectations. This article gives you seven examples of dependable behaviors and an approach for customizing your own behaviors. - Improving Employee Commitment – 8 Ways To Describe And Encourage Loyalty, Dedication, And Devotion
Some employees are committed to doing a great job and some are not. And while you may know the difference between behaviors that represent commitment and those that don’t; your employees (especially under-performing ones) may not be quite as clear. Your ability to make this distinction really matters during tough times when you need employees to be more loyal, dedicated, and devoted. The key is to use specific behaviors to describe these traits. This article gives you eight examples of commitment behaviors and an approach for customizing your own behaviors. - Encourage Employees To Improve Quality By Linking "Poor Quality" To Extra Work
When you talk to employees about poor quality, challenge them to consider the reality of their actions. That is, errors and mistakes cause “extra work” for a lot of people: the employee(s), you, customers, and coworkers. By using this approach, you show employees how they can reduce their own workloads and the workloads of others. This article gives you several ways to explain how quality improvements can lead to less work for everyone involved. - Improving Employee Attitudes – 9 Ways To Discuss And Encourage Better Attitudes
If you have to talk to an employee about his or her poor attitude, you want to do more than just say “improve your attitude.” You want to give specific examples of things the employee can do to improve. This article contains 9 examples of behaviors you can use to describe what a better attitude means to you. - How To Conduct More Effective Performance Discussions – Focus On Mutual Benefits
When you conclude your performance discussions, you want high performers to feel inspired to continue doing a great job; average performers to feel motivated to do just a little bit more; and low performers to feel determined to make drastic improvements. If you focus on the “mutual benefits” of positive performance, you can increase your success of inspiring these kinds of feelings. This article show you how by giving you three things to do “before” and “during” performance discussions. - Motivating Low Performers – 24 Reasons You Can Give For Performance Improvement
Like all employees, low performers are motivated by different things. So it’s not enough to say, “If you do a better job, you will receive a bonus.” And even if this approach works once, it might not work every time. Or you might not always be able to promise a bonus for performance. Therefore, you need a variety of ways to keep your low performers motivated. This article gives you 24 to choose from. Try a few the next time you have to talk to a low performer. - Finding The Right Fit Between Organization Values And Employee Values – 5 Useful Steps
Sometimes you and your employees are not on the same page when it comes to what you value. If you discover this “during” the hiring process, you can pass on the candidate. But what do you do if you discover this “after” the hiring process? This article gives you 5 Steps to use in both instances. Use them to determine who is the right fit for your organization and to reinforce the “common values” that you and your employees have. - Motivating Instructors To Improve Training Effectiveness – 9 Reasons You Can Give For Performance Improvement
When you discuss performance improvement with training instructors, you want the discussion to end with the instructor feeling motivated to do a better job. You increase your chances of this occurring if you explain what needs to change and the positive results of that change. This article describes the value of using this approach and gives you 9 results you can use to explain the importance of improving. - 10 Behaviors Of Effective Training Instructors
When you talk to training instructors about being more effective, you want them to understand exactly what you mean. So it helps to have some examples to share with instructors. This article describes 10 behaviors of effective training instructors. Use any or all of them to motivate your instructors to be more effective. - Evaluating Leadership Qualities - 10 Things Effective Leaders Do To Motivate Employees
If you have a manager who gets the job done at the expense of his or her employees’ emotional and professional well being, your chance of attaining long-term contributions from employees is not great. Sometimes these managers actually think they are effective leaders. So you have to offer the clarifications and describe the qualities of effective leaders. This article gives you 10 leadership qualities you can use to explain what effective leaders do. - Performance Discussions About Writing – 10 Ways To Describe The Benefits Of Performance Improvement
If your employee’s writing mistakes are caused by carelessness rather than a lack of skills, consider focusing on positive workload results as a way to encourage improvement. This focus gives you several ways to describe how better writing can benefit the employee and others. This article offers 10 ways to describe these benefits. Use them during your next performance discussion. - 15 Performance Management Practices That Encourage Positive Performance
Performance management is not just about giving “one” appraisal and having one “discussion.” Rather, it is about doing multiple things. These involve giving employees the kind of information, materials, and training they need to do a good job. It also involves eliminating factors that have a negative impact on positive performance. This article contains 15 practices you can use to improve how you manage employee performance. - Getting Promoted – How Hard Working Managers Can Stand Out From The Crowd
As a manager, even if you work hard, there is no guarantee that you will get promoted. One reason is because other managers are working hard as well. Another reason is because decision-makers want to know that you understand the Big Picture and where you fit. This article provides techniques you can use to highlight your contributions and promote your value.
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