Manager's Influence on Employee Performance
Michael KeaneHeadquartersJune 30, 2017 at 3:49 pm
An employee’s relationship with a manager is the most important indicator of success or failure on the job. Managers have numerous ways to impact employee performance through behavior modeling, constructive feedback, and performance reviews, among other methods. However, these techniques won’t succeed unless the manager tries to understand his employees’ motivations. Managers who follow a “command and control” leadership model inspire lower loyalty and productivity than those who allow their subordinates some degree of autonomy.
Whether they realize it or not, managers influence the actions of those who work under them. However, organizations don’t change for the better, unless you model morally upright behaviors of collaboration, inclusion and trust to your employees. Once these values take hold, employees feel empowered to act when they see them being compromised. Managers who create this atmosphere inspire greater loyalty and trust, and also serve notice that ego conflicts won’t drive morale and performance.
Not all employees progress at the same rate. As a result, it becomes necessary that you give constructive feedback to improve their performance. That process requires evaluating why an employee isn’t meeting your expectations, how you can help him, and working to find a solution. However, when you’re dealing with negative areas, it’s best to present your improvement suggestions in positive terms. Otherwise, the employee feels little or no incentive to change his behavior.
Earning recognition for achievements is as important to employees as equity and camaraderie. Smart managers stay attuned to these feelings and make a point of recognizing individual contributions, instead of focusing on criticism. Employees who feel appreciated and respected are more likely to perform at higher levels than those who only hear the occasional compliment.
Without regular feedback from employees, it’s difficult to determine the type of performance that you expect. To counter this uncertainty, you should regularly meet with your staff outside of the work setting. Even if you can’t deliver on a particular request, your employees will appreciate the opportunity to bring it up, which strengthens their trust in your leadership.
A semi-annual or yearly performance review provides an ongoing opportunity to measure an employee’s development within an organization. Your evaluation of that progress and recommendations for improvement should be stated in clear, measurable terms, so that the employee knows exactly what’s expected of him. In recounting the past year, you’ll want to balance positive and negative statements, to give the employee a comprehensive picture. This approach reduces feelings of defensiveness, while allowing you to identify areas that need improvement.
What are some ways you feel you can influence your employee’s performance? I would like to hear your ideas!Jordan YeagerChief ScribeAugust 8, 2017 at 4:50 pm
There are a couple ways that I try and influence scribe performance. One way is through the feedback that I leave on the scribe’s tracking sheets. I always try and constructively critique, but also positively encourage the continuation of good charting skills. I think it is a way to have good phrases of encouragement, but also tackle the issues that are found in the charting.
Another thing that I do is the “scribe spotlight” in every All Scribe Meeting that I have. This brings attention to a scribe that has showed good performance or immense improvement. I like to also give a $10 gift card as a prize. This gives the other scribes a model on how to improve/excel and also incentive to get the next scribe spotlight spot.
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