Top Ten Questions Managers Should Ask Themselves about Maximizing People Performance in the New Business Normal
As a manager, supervisor, HR professional or leader at any level, your effectiveness hinges on understanding the realities of the workplace in today’s new business normal. Answer the questions below to get started in developing your knowledge.
|1.||Do employees understand the responsibilities of their jobs and know what is expected of them?|
|2.||Do employees know how their jobs contribute to the attainment of the mission or purpose of the organization?|
|3.||As a manager, do you engage employees in regular discussions about employee progress?|
|4.||As a manager, do you empower people to do their jobs and provide the right amount of autonomy to determine how work is to be completed?|
|5.||Do employees have ongoing opportunities to do meaningful work that requires them to use their individual strengths?|
|6.||Are employees provided with rewards they value for producing good work results?|
|7.||Does the organization provide a culture that encourages employees to make connections and form relationships with others at work, and do you support that culture as a manager?|
|8.||Are employees provided with regular opportunities to learn, develop and grow?|
|9.||Do employees trust you as their manager on matters that relate to them?|
|10.||As a manager, do you foster work environments that inspire, equip and motivate people to perform to the best of their abilities?|
These top ten questions directly relate to areas linked to employee engagement, which has been shown to drive business performance. Numerous research studies have concluded that businesses with highly engaged employees perform significantly better than their competitors.
So, what do the questions mean and why do they matter?
Question 1: Clarifying roles and outcomes
Clearly defining jobs expectations, goals, and performance outcomes are some of the most basic and important elements that contribute to employee engagement and business performance. These elements are also critical ones for managers and employees to work together collaboratively on to develop.
Question 2: Line of sight
Research overwhelmingly shows that employees desire to know that what they do at work each day is part of a bigger picture. Successful businesses and managers find ways to show people how their work supports the purpose of the organization and contributes to its long term success.
Question 3: Progress:
Employees also need to feel a sense of achievement and accomplishment in their work. The need for this is strong and can be met through ongoing dialogue, feedback and coaching on performance. This allows employees to know that what they do matters and enables them to increase and improve their performance contribution.
Question 4: Self-directed performers
Forward thinking managers recognize that employees are more effective when they are empowered, equipped and encouraged to act more as autonomous, self-directed workers. These employees are the owners and experts of their jobs and performance.
Question 5: Nature of job and job fit
Designing jobs with meaningful, interesting work that match the strengths of the individual will provide opportunities for employees to perform “in the zone”, where they are at their individual best. As mangers, this is an important part of your role.
Question 6: Valued rewards for results
Both financial and nonfinancial rewards (such as recognition) are important to employees. These rewards are more effective when they tie back to performance and focus worker behaviors on goals.
Question 7: Coworkers/team members
Developing relationships with coworkers helps satisfy the human need employees have to bond. Work relationships can lead to enhanced communication, trust, information sharing and teamwork, which in turn can lead to increased organizational outcomes. People interactions in the workplace have a significant impact on performance and you as the manager are instrumental in these interactions.
Question 8: Job/career growth
All employees should have access, opportunity and encouragement to develop their talents in a work environment that cultivates continual learning, growth and information sharing. As a manager, it is important for you to grow the talent in your area of responsibility as well as ensuring that you yourself are pursuing opportunities for development.
Question 9: Employee/manager relationship
The working relationship between employee and manager has been shown to be crucial to employee engagement and business performance. Highly effective managers cultivate work environments that instill a sense of cooperation and mutual trust.
Question 10: Extremely effective managers
Employees recognize that managers have some means to influence factors in the work environment that impact their ability to perform. Extremely effective managers in the new business normal take actions within their sphere of control to address employee needs and foster highly motivating work environments
What happens next?
As a leader, manager, supervisor, or HR professional, you play an essential role, and what you do makes a difference in employee engagement and business performance.
The challenge is that the new business normal has changed everything, and adapting to these new challenges means that YOU must adapt. This requires a new approach, which is what we offer at Starfish Performance Consultants.
Are you interested in learning a new way?