eLearning Managers

Guest blog post by Katherine William. She is the chief operations officer of a high-level consultancy firm. She likes to regularly share her views on Chiefpaper.

It may appear that managers who are consistent at improving the performance of their employees have some kind of secret trick. However, if we try to analyze the truth, successful managers know nothing more than other managers, but they all have in common simple techniques that they like to execute within their elearning team. The key trait in managers who are good at improving their employee’s performance is the fact that they not only lead from the front, but also give others an opportunity to shine and take responsibility for their own work. Only when you recognize these key traits of managers will performance improve.

Today my guest post will feature ways through which managers can effectively improve the performance of their employees. These ways do not focus on physical aspects of the organization, revenues, salaries, or even profits. They are largely based on human factors that combine together, making their employees feel happy and desire to work for the company. Here are four ways managers can improve their employee performance:

1. Motivation Benchmarks

Motivation is the driving force for any team that a manager is leading. It is like the oil and fuel for the engine in a car. Without this, your team will not function the way it should. For different individuals, motivation comes in different ways; hence, it is important to understand all the aspects of your team, before deciding a motivational strategy for them. You can set different benchmarks of motivation for your team once you have understood what motivates them as individuals and, also, as an entire team.

2. Growth and Opportunities

If you want to limit your employees leaving your company, then provide them the opportunity to grow and learn. Different opportunities keep employees interested in staying at the company as they know that there will be an appreciation and enhancement of the roles if they work hard. This not only boosts the performance of your employees, but also sometimes plays as a general motivating factor for them. You can set and adjust these goals for growth and opportunities on an as-needed basis. As they grow, your employees will then stay focused and work hard towards achieving their goals.

3. Meaningful Work

If you give executives simple jobs like typing up letters, they will never enjoy it and eventually will leave. Meaningful work means you give your employees a goal to hit, something that they like to do, something they can take responsibility for, and the ability to practice their skills. Above all, meaningful work needs a purpose in mind. For example, three men are found smashing boulders with iron hammers. When asked what they are doing, the first man says, “Breaking big rocks into little rocks.” The second man says, “Feeding my family.” The third man says, “Building a cathedral.” There is a big difference if the purpose of your job is connected to some greater good.

4. Recognize Greatness

A pat on the back with words of recognition can only go so far. Sincerely thanking and recognizing employees for their hard work is a must. You can also try recognizing your employees in front of their peers with “employee of the month” opportunities. Doing this helps your employees see that you like what they do for the company and that they are empowered to become better.

What would you like to add to this post? Have any thoughts you would like to share? Make a comment below.

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