The Galatea effect is a compelling factor in employee performance. The manager who can assist employees to believe in themselves and in their efficacy, has harnessed a powerful performance improvement tool.
I'm sure you've heard of the words, "self-fulfilling prophecy." Applied as the Galatea effect, these words mean that the individual's opinion about his ability and his self-expectations about his performance largely determine his performance. If an employee thinks she can succeed, she will likely succeed. Consequently, any actions the supervisor can take that increase the employee's feelings of positive self-worth, will help the employee's performance improve.
I don't mean to over-simplify this concept. Many other factors also contribute to the level of an employee's performance including your company culture, the employee's life experiences, education, family support and relationships with coworkers.
However, positive supervision is one of the key factors that keeps good employees on the job.
These are ways in which you can encourage positive, powerful self-expectations in employees.
:arrow: Provide opportunities for the employee to experience increasingly challenging assignments. Make sure she succeeds at each level before moving forward.
:arrow: Enable the employee to participate in potentially successful projects that bring continuous improvement to the workplace.
:arrow: Provide one-to-one coaching with the employee. This coaching should emphasize improving what the employee does well rather than focusing on the employee's weaknesses.
:arrow: Provide developmental opportunities that reflect what the employee is interested in learning.
:arrow: Assign a successful senior employee to play a developmental mentoring role with the employee.
:arrow: Hold frequent, positive verbal interactions with the employee and communicate consistently your firm belief in the employee's ability to perform the job. Keep feedback positive and developmental where possible.
:arrow: Make sure the employee is receiving consistent messages from other supervisory personnel. How you speak to others about employees powerfully molds their opinions.
:arrow: Project your sincere commitment to the employee's success and ongoing development.
:arrow: Harness the power of the employee's self-expectations to ensure powerful, productive, improving, successful work performance.
From India, Gurgaon
this is such a very useful tool for trainors training. its so common among first line managers and at times even middle managers of not knowing these two important laws of motivating people. most poor performers are the result of manager's ineptness. they tend to communicate mostly the "WHAT" but failed to clearly showed people the "HOWS" in order to accomplish goals. there are lot of "clown managers" today. managers who just tell people "this is what i want" leaving people on their own to satisfy that goal.
From Philippines, Sampaloc
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