We will always experience different levels of performance amongst employees and often this lends itself to wondering why this is the case? Why can’t we have everyone on the higher end of the performance curve? This is normal, but what happens next is where we often get it completely wrong.

The first thing a number of managers will think is that we must pay more to get higher performance. In other words, to them money is the only motivating factor. Now this may have been the case many years ago, but what they do not realise is that people have changed. No longer is it just money that drives us. People want more from their career than that.

[spacer height=”20px”]

So what then is it? People today need recognition for what they do. They tend to want to leave behind a legacy if you will. It is up to the manager to recognise the skill and talent a person has, and then allow the person to grow and flourish within the organisation. Sound simple? Truth is, in theory that is easy but slightly harder in reality. There are always limitations within a specific job role that could hamper this potential growth.

[spacer height=”20px”]

This is where a good manager will use his/her communication skills, motivational skills and expert management skills to create the correct environment for their staff in which to excel. If you can have your staff look forward to being at work, reach over your shoulder and give yourself a pat on the back. You have created the perfect environment where your staff will use their internal motivation and take their performance to new heights.

[spacer height=”20px”]

Does that mean we create the best work environment and pay bottom wages? It does not work that way, you need to ensure your staff are paid well for their particular role and create the perfect environment for them. Sounding like it is the employer that needs to give and give more? If this is how an employer sees it, I can almost guarantee they do not have a very productive workforce. By ‘giving’, you will see the increase in performance levels and from here on it is up to the employer/manager to nurture this growth, continue to talk to their team and to keep them informed of how the business is going, both through good and bad times.

[spacer height=”20px”]

Once again, the bad times are not to be painted as the bleak end of the world picture. Tell them what the issues are and you may be very surprised to see them rally around you and the business to help get through the tough times. Make sure that you explain it in a positive way, don’t fall into the negative speech trap and tell them how bad things are and if it does not change, it could mean a reduction in staff etc. The approach is to be positive! Explain the situation and use phrases like “I need us all to stick together during this period and help each other until we can overcome this obstacle together. We will need to come up with some improved methods and this is where we have the edge over our competitors as they do not have a brilliant team like we have”

[spacer height=”20px”]

This is not just using the sweet talk. You actually have to mean it and listen to what comes from your team. This is when the real superstars are going to prove their worth and it becomes a challenge to your entire team. This is what makes people stand up and deliver! They want to be part of the company not just as a number, but as a recognised person on the team. Imagine that sense of achievement for them all when during your next discussion you show them how things are improving. Remember, thank every person for their contribution! Without this successful team behind you, the company may not be around for too long.

[spacer height=”20px”]

Does this work for every person? No it does not. You will always have people that do not show how they feel but would rather have you think they are just toeing the line. Reality is that if they perform, that feeling is within them and that is fine. Recognise what they do and thank them in front of everyone when they achieve. Sooner or later, they will crack a smile and you will know that deep down, they do appreciate what you do and they know they enjoy being there.
Understanding the people in your company will go a long way in the success of the business.