Sustaining Employees' High Performance

8/2/2019 Sustaining Employees' High Performance

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Sustaining Employees' High

Performance


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Define sustain high performing

employee

If your goal is superior, high performance employees who are

focused on contribution and continuous improvement (and I sincerelyhope it is), you need to manage people within a performance management

and development framework. When you implement each of the

components recommended, you'll ensure the development of the superior

workforce, the high performance employees


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Seeks to Build RelationshipsWhether the workplace has 10,

100 or more than 1,000

employees, strong

relationships make work easier

and more effective. Highperformers develop these

relationships with their bosses,

co-workers, peers and external

stakeholders. Strong

relationships enable highperformers to gain

cooperation, information and

buy in, making work more

effective.


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Values the Mission

Successful organizations are

driven by a common mission

and goals. The best performers

have a clear understanding of

these and value the

importance of mission and

goals as drivers of business

decisions and actions. Top

performers use the mission to

evaluate options and identify

those that are most likely to

drive the business.


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Always Looking to Improve

Mediocrity is not acceptable

to high performers. They arealways seeking ways to

improve themselves and the

people around them. This

includes personal skills and

knowledge.


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Keeps Up-to-Date on theIndustry and Community

Excellent performers do notwork in a vacuum. They areactive in the industry and

community in order tounderstand trends and

competition. This networkingalso enhances company image

and involvement in thecommunity. Consistent

networking helps identify toptalent for future openings to

grow a culture of highperformance.


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HOW TO CREATE HIGH PERFORMANCE EMPLOYEES

By Jim Kimberly

1. Establish Performance Expectations

provide constructive feedback if expectations are not met. performance. Discuss

your expectations for both productivity and interpersonal interactions, then be

prepared to Most companies clearly communicate performance goals in terms of

job output, such as the number of widgets assembled or the number of salesclosed. Unfortunately, not as many companies address the less tangible attributes

of a top performing employee, such as communication skills and cooperation with

other employees. The ability to communicate clearly and get along with others is

essential for effective

2 . Provide Constructive Feedback

It takes regular and consistent feedback to change behavior. Dont sit back and

wait and see if an employee will finally get it.


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3.Establish a positive relationshipShow appreciation, get to know employees personally and understand what

motivates them. Building a relationship is critical for you to make deposits into the

trust bank of employee goodwill. This becomes the foundational support on

which critical feedback stands.

4. Observe behavior

Be prepared to notice specific examples of employee behaviors (effective and

not so effective) in the workplace. Your radar needs to be up!

5. Prepare before giving feedback

Take a few minutes to think through what you want to say and how you will

say it. A few minutes here may help you begin with the right words and not get the

employee on the defensive


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6. State your intention to help

If your intentions are to criticize, dont bother with the feedback because theemployee wont hear it.

7. Share your perceptions of behaviors and their organizational impact

Describe your views and how it affects you, customers and co-workers.

8. Ask questions and create dialogue

Adopt an attitude of inquiry vs. giving a soliloquy and you might learn

more about the situation. Dont assume your view is the gospel . Instead, have a

dialogue about the situation.


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9.Agree on the action plan

Who will do what by when? Make sure that agreements and performance

expectations are clear. Consider sending a memo that confirms the action plan so

no misunderstandings arise.

10.Offer supportBe prepared to offer and deliver support when needed.

11. Follow upThis step is often forgotten because we lose track of the action plan. Consult your

notes and set up regular weekly check-in times.


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Thank you

Documents

Sustaining Employees' High Performance