I'm writing this blog introspectively to brief you on the requirements for how the process of performance assessment should be. I owe my sincere thanks to one of my colleagues whose presentation is a reference for my blog. The idea behind the blog is to understand what is actually needed to get the best out of an employee and how it can be achieved.
With no further delay, I shall walk you through the top 7 requirements needed to determine if an employee is the right person for the job, if an employee is in pursuit of their work goals, if an employee is mentored on their activities, if an employee is engaged at work, and if an employee is happy at work. I'll also tell you how to achieve this.
"What managers believe about themselves subtly influences what they believe about their subordinates, what they expect of them, and how they treat them" - a famous quote.
It is the responsibility of the manager to mold their employees and carve the best out of them. The manager is the person who can bring an employee to proper shape, streamline their priorities, and help them achieve the targets. In a way, the manager should closely work with their team members to keep employees motivated and engaged. Employee engagement is not something where an employee works hard just before the day of appraisal to make everyone believe they are a hard worker. You can conclude that an employee is completely engaged at work when every task accomplished by them speaks of their willingness to work, their interest in scaling higher, their mutual respect for peers, their ability to tackle issues, etc.
Visualize Where a Team Member Will Fit In
What?
A manager should be able to guide an employee through the team's goals. The union of every team's goals will eventually contribute to the organization's growth. Most importantly, managers should be able to visualize where the team member will fit into the organizational chart and how their performance will contribute to the overall growth and narrate the same to their employees. When an employee has a clear picture of their roles and responsibilities, they are pushed to work harder.
How?
When an employee has a goals chart that states what their targets are, the time to achieve the targets, and how their work contributes to the organization's overall growth, then they'll be able to visualize what they need to do.
Articulate Goals to Create Understanding of Vision and Mission
What?
The organization should constantly communicate its goals, vision, and mission in a way that resonates in every employee's thoughts. They should make it clear that every employee's achievements will be counted. Failing to achieve even a single team's targets will shake the organization's growth, which every employee should know. Similarly, the manager should also keep employees engaged and motivated towards the goals.
How?
When the manager and the organization collectively communicate the organization's objectives and hence the team's goals, employees will be motivated and driven towards achieving goals. Constant communication not just on goals, but also on how to achieve the goals, hurdles that hinder progress, and assistance needed to perform better, will trigger the team and every individual to collaborate well and connect employees with customers.
Define Skill-Set and Assemble the Right Team
What?
Not everyone has the same capabilities and abilities. Every individual's skills and competencies differ. Organizations and hence the managers should be able to figure out who is good at what from the very beginning to eradicate poor performance later. When every individual's skill sets are categorized, organizations can streamline building the right team with the right people. Even when employees need some training or assistance, they can be given hands-on the same, and it is the manager's responsibility to make them the right person in the team.
How?
Employees do not function standalone in an organization. Every individual's efforts will contribute to the final outcome and should complement each other's efforts. Some may be good at coding, some at testing, etc. So the role of the manager is to identify who is good at coding and who is good at testing. When managers can segregate people based on their capabilities, they will have a more organized team in place.
Build Team Chemistry and Balance Workload
What?
All the members of the team should have a proper rapport and constant communication among themselves to achieve the company's goals. This ongoing communication will enable the team's compatibility and reduce peer pressure. At the same time, the manager should not bombard an employee with too much work. When an employee feels overloaded, the manager should step in and resolve it, making the employee feel easy and light. A heavy workload may be a demotivating factor for employees, leaving them stressed and poorly achieving.
How?
The team's goals and work must be split among the team members. Everyone in the team must work towards the set goal. When employees feel overloaded, the manager who is keeping track of their performances should be able to figure out their workload and split it among the teammates to bring down the complexities involved.
Team Members Should Feel They Are Fairly Treated
What?
Managers should have the team members aligned towards the team's goals and be able to split the work among them. When employees are assigned an equal amount of work, they will feel that they are fairly treated. Also, at times of evaluating and assessing employee performances, they expect fair treatment.
How?
Managers should encourage employees to prioritize efforts. Tasks of high importance should be brought up in priority and completed immediately. Likewise, every team member should be able to list down their tasks and complete them effectively.
Drive High Performance
What?
Managers and employees should spend time together understanding the team's goals and requirements needed to achieve the same. Also, the manager should find out if the employees are facing obstacles and their pain points. When employees have issues, the manager should address the problems, help sort them out, and relieve employees of them. Most often, this does not happen, as managers are busy with their work, and employees work unorganized towards goals.
How?
The team members should be excited to work for the organization. Only then can we say that an employee is engaged at work. What drives engagement? It is definitely the motivation and collaboration with the manager and other team members. When employees are motivated, managers both directly and indirectly help them build capabilities, fine-tune the work culture, forecast future challenges, and tackle issues around.
Build High Performing Team
What?
People go to work to grow and develop. They want challenges coming before them, resolving, and moving forward. They appreciate it but only when they have proper guidance and mentorship. So, it is the manager's responsibility to build a highly performing team and drive team members to the next level of performance.
How?
When the manager is in constant communication with the employee, they'll know what an employee is going through, their achievements, capabilities, etc. When the manager has the complete database of an employee, they can motivate employees and drive all team members to the next level of performance.
Having discussed the top 7 requirements, I hope you now understand that the manager's responsibility is crucial and essential for the employee's betterment and engagement, leading to a high-performance culture and hence the overall growth of the organization.
From India, Chennai
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21With no further delay, I shall walk you through the top 7 requirements needed to determine if an employee is the right person for the job, if an employee is in pursuit of their work goals, if an employee is mentored on their activities, if an employee is engaged at work, and if an employee is happy at work. I'll also tell you how to achieve this.
"What managers believe about themselves subtly influences what they believe about their subordinates, what they expect of them, and how they treat them" - a famous quote.
It is the responsibility of the manager to mold their employees and carve the best out of them. The manager is the person who can bring an employee to proper shape, streamline their priorities, and help them achieve the targets. In a way, the manager should closely work with their team members to keep employees motivated and engaged. Employee engagement is not something where an employee works hard just before the day of appraisal to make everyone believe they are a hard worker. You can conclude that an employee is completely engaged at work when every task accomplished by them speaks of their willingness to work, their interest in scaling higher, their mutual respect for peers, their ability to tackle issues, etc.
Visualize Where a Team Member Will Fit In
What?
A manager should be able to guide an employee through the team's goals. The union of every team's goals will eventually contribute to the organization's growth. Most importantly, managers should be able to visualize where the team member will fit into the organizational chart and how their performance will contribute to the overall growth and narrate the same to their employees. When an employee has a clear picture of their roles and responsibilities, they are pushed to work harder.
How?
When an employee has a goals chart that states what their targets are, the time to achieve the targets, and how their work contributes to the organization's overall growth, then they'll be able to visualize what they need to do.
Articulate Goals to Create Understanding of Vision and Mission
What?
The organization should constantly communicate its goals, vision, and mission in a way that resonates in every employee's thoughts. They should make it clear that every employee's achievements will be counted. Failing to achieve even a single team's targets will shake the organization's growth, which every employee should know. Similarly, the manager should also keep employees engaged and motivated towards the goals.
How?
When the manager and the organization collectively communicate the organization's objectives and hence the team's goals, employees will be motivated and driven towards achieving goals. Constant communication not just on goals, but also on how to achieve the goals, hurdles that hinder progress, and assistance needed to perform better, will trigger the team and every individual to collaborate well and connect employees with customers.
Define Skill-Set and Assemble the Right Team
What?
Not everyone has the same capabilities and abilities. Every individual's skills and competencies differ. Organizations and hence the managers should be able to figure out who is good at what from the very beginning to eradicate poor performance later. When every individual's skill sets are categorized, organizations can streamline building the right team with the right people. Even when employees need some training or assistance, they can be given hands-on the same, and it is the manager's responsibility to make them the right person in the team.
How?
Employees do not function standalone in an organization. Every individual's efforts will contribute to the final outcome and should complement each other's efforts. Some may be good at coding, some at testing, etc. So the role of the manager is to identify who is good at coding and who is good at testing. When managers can segregate people based on their capabilities, they will have a more organized team in place.
Build Team Chemistry and Balance Workload
What?
All the members of the team should have a proper rapport and constant communication among themselves to achieve the company's goals. This ongoing communication will enable the team's compatibility and reduce peer pressure. At the same time, the manager should not bombard an employee with too much work. When an employee feels overloaded, the manager should step in and resolve it, making the employee feel easy and light. A heavy workload may be a demotivating factor for employees, leaving them stressed and poorly achieving.
How?
The team's goals and work must be split among the team members. Everyone in the team must work towards the set goal. When employees feel overloaded, the manager who is keeping track of their performances should be able to figure out their workload and split it among the teammates to bring down the complexities involved.
Team Members Should Feel They Are Fairly Treated
What?
Managers should have the team members aligned towards the team's goals and be able to split the work among them. When employees are assigned an equal amount of work, they will feel that they are fairly treated. Also, at times of evaluating and assessing employee performances, they expect fair treatment.
How?
Managers should encourage employees to prioritize efforts. Tasks of high importance should be brought up in priority and completed immediately. Likewise, every team member should be able to list down their tasks and complete them effectively.
Drive High Performance
What?
Managers and employees should spend time together understanding the team's goals and requirements needed to achieve the same. Also, the manager should find out if the employees are facing obstacles and their pain points. When employees have issues, the manager should address the problems, help sort them out, and relieve employees of them. Most often, this does not happen, as managers are busy with their work, and employees work unorganized towards goals.
How?
The team members should be excited to work for the organization. Only then can we say that an employee is engaged at work. What drives engagement? It is definitely the motivation and collaboration with the manager and other team members. When employees are motivated, managers both directly and indirectly help them build capabilities, fine-tune the work culture, forecast future challenges, and tackle issues around.
Build High Performing Team
What?
People go to work to grow and develop. They want challenges coming before them, resolving, and moving forward. They appreciate it but only when they have proper guidance and mentorship. So, it is the manager's responsibility to build a highly performing team and drive team members to the next level of performance.
How?
When the manager is in constant communication with the employee, they'll know what an employee is going through, their achievements, capabilities, etc. When the manager has the complete database of an employee, they can motivate employees and drive all team members to the next level of performance.
Having discussed the top 7 requirements, I hope you now understand that the manager's responsibility is crucial and essential for the employee's betterment and engagement, leading to a high-performance culture and hence the overall growth of the organization.
From India, Chennai
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Improve employee engagement and performance.pdf
Coaching For High Performance Training.zip