Have you realized that your employees are constantly performing below your needs or not providing the results you expect? This could be due to the fact that they don’t realize exactly what you want from them. A recent Gallup poll found that only half of employees across the world strongly feel that they know what is expected from them at work, due to the fact that managers are not properly communicating to express their expectations frequently or well enough.
The Employee Mindset
Being able to convey what you need from your employees also involves understanding their mindsets and habits. Many employees are recent graduates who are completely new to the full-time employment world. These new workers are eager to have their opportunities, but they may also be worried about the pressures of the new environment. Meeting coworkers, learning the ins and outs of the office, and transitioning into the corporate world can be overwhelming. Some of them may still be accustomed to the freedom of waking up at different times or even skipping classes and appointments.
New employees tend to be apprehensive and nervous in the beginning. It’s important to let them know you take them seriously, and give them space and time to express themselves and be heard.
Lack of Confidence
Some employees (whether experienced or not) think every idea of theirs is golden, and they can do no wrong. In contrast, it’s much more common for them to lack the confidence needed to share their thoughts. It’s important that all employees believe in their ability to succeed in their position.
To have a successful business, it’s important for workers to accomplish certain goals. The first is taking initiative. From the first day, each worker should show that they bring something new and helpful to the table. Most young workers try to lay low in the first few stages of employment, but instead they should offer colleagues or leaders ideas on how to enhance the company.
It’s absolutely necessary that employees are able to separate their personal and professional lives. This includes refraining from certain activities when on the job, such as making personal calls, sending emails to those outside the job, and going overtime on lunch breaks. They should demonstrate dedication to work tasks and show how much they want to be there, even if this involves helping colleagues on their work.
Progression and Development
When workers become familiar with the environment and their tasks, it’s important for them to set their own goals. They must be able to figure out what they need to develop personally so that they can progress through their career.
The Three Main Elements of Employee Performance
Achievement: It’s important to convey your expectations and goals clearly so that employees know what is expected of them, when it’s expected, and how it can be done.
Accountability: Hold employees accountable for meeting the goals set for them; monitor their performance and provide feedback.
Accessibility: Be approachable and responsive by listening to the employees and helping them solve problems when necessary.
Responsibilities of the Employer
In addition to holding workers accountable, managers must also hold themselves accountable for meeting the performance needs of their employees. The more successful the leader is at fulfilling the needs of his or her employees, the more likely the workers are to be engaged. This requires meeting their needs for achievement, and it includes helping them set their goals before allowing them to take the initiative and act autonomously. The effort on their part provides employees with the satisfaction of being involved with their work tasks, and those that help in creating their goals are more likely to follow through on them enthusiastically.
Staff members tend to be less engaged when not involved, and the company suffers because of it. Among those who feel their bosses help set priorities, 38 percent are engaged versus just 4 percent for those who do not. Those who feel they could approach their bosses easily are engaged 31 percent of the time versus 2 percent for those who disagree.
In a Gallup poll of German employees, 71 percent of participants reported their bosses met their needs for accountability by staying informed about their tasks, and 65 percent had their needs met for accessibility as their managers communicated with them daily. The problem was that most managers came short in the achievement field. Only 32 percent of participants reported that their managers helped them actually set goals, and less than 40 percent said they felt supported by their manager when it came to setting priorities.
The Importance of Communication
Communication is a vital aspect of a successful business, and it must come from both employers and workers. To help workers understand your expectations, you must discuss with them when they are performing well and when they fall below par. This is necessary more frequently than an annual performance review. Employees must also hold up their end of the communication line by speaking up, asking questions, and staying in tune with tasks and development. They should make suggestions and request feedback in regard to their performance.
Successful projects require teamwork that allows the manager to be able to communicate with members via various media. Accessibility to the leader is a crucial component of success even if he or she is not present, and there are various types of communication technology that should be utilized when necessary. Many organizations use VSAT networks as a cost-effective method to create satellite connections that allow the team to manage even when the leader is not around.
Creating a successful business environment involves equal efforts between the staff and the employers. In order to fully give your all to your workers, you must understand their needs. Once this occurs, you can open the communication more efficiently to convey exactly what you expect from their work.