In a time when the workforce is increasingly transient, your ability to identify high-performing and high-potential employees—and that of your managers—is critical. And yet, many struggle to distinguish one from the other, negatively impacting their ability to develop and retain top talent. In many organizations, performance is the primary measure of an employee’s value in the organization. Star performers are promoted and rewarded, while diamonds in the rough become disengaged and move on.
Many leaders and owners of companies have grand ideas and visions for their business, but forget that these ideas has no direction if they are not communicated to their employees. Communication is everything!
This short but great video from HumoratWork has a great message.
Why will some people succeed while others fail? If you have ever participated in a team sport as a youngster you might recall that some players always got to play more than others. These players where often those with the best skills and therefore the coaches preferred them over other less skilled players. As a result, these players would become better and the others had to work harder and often failed to improve in order to catch a spot on the team. This effect could be caused by something called the self-fulfilling prophecy.
How do you explain someone actions and how do you explain your own actions? If you give it some thought you might acknowledge that how you explain them are very different. For example, someone is late to work because they are lazy or because something happened on the way to work? How you understand your and others actions will alter how people are perceived.
What performance do you as an employer expect from your employees? What is performance? Some performance is objective, the flight arrived on time, did not arrive on time. Others are subjective, behavior and how to handle unmotivated employees. In order to have optimal performance, what factors must be involved? A performance equation can help you understand it.