Encouraging High Performance
Organizations not only should try to turn low performers into high performers, but they also should foster high-performance managers and employees. A relationship exists between employee development and project/programme success.
Managers can foster team excellence by helping employees build skills, assigning special projects and providing candid, insightful coaching and feedback.
Employees need assignments that stretch their abilities and challenge them to learn new skills. They also benefit from variety, whether it comes through a formal job-rotation program or special projects. In addition, direct supervisors should provide routine feedback and coaching about their strengths and weaknesses. Feedback empowers employees to take charge of their own development and informs them where they excel and how to improve.
Employees benefit from having mentors who nurture self-esteem, provide advice and encourage them. Few organizations recognize the powerful benefit of mentoring. Some organizations have formal, global mentoring programs that carefully match participants.
In addition to institutionalized mentoring, organizations can drive performance through training, promoting high performers quickly, strategically dispensing rewards and offering 360-degree feedback. Training in leadership development and managerial foundations enhance performance. Offering bonuses for individual and team achievement reward high-performing employees. Instituting 360-degree feedback provides input on a person’s strengths and development needs from peers, subordinates and supervisors.
See
Employee performance management
Middle Management Capabilities, Empowerment and Accountability -
Templates:
Project Execution, Control and Closure Checklist
Programme Execution, Control and Closure Checklist