Having highly motivated staff doesn’t necessarily translate into high performance, according to engagement experts. Work-related frustration can compromise effectiveness and efficiency, even when an employee is undeniably enthusiastic about their work

Mega motivation and enthusiasm may still fail where organisational barriers restrict an employee’s ability to wield their skills and talents effectively at work.

Managers are constantly being told how important it is to motivate and inspire their team. But this needs to be accompanied by a focus on how managers can translate this motivation into high level performance.

Recent research shows that nearly one third of employees think their managers fail to effectively communicate goals and objectives to their teams. About one-in-three believe their managers lack the authority to carry out their jobs effectively.

A disturbing 40 per cent say they don’t receive clear and regular feedback on their work from their superiors.

The key to improved performance is to address any constraints that prevent an employee from doing a job well.

Here are my top three resolutions for a high performance team.

Clarify Performance Standards

Oversights in this area are found in organisations of all sizes. If you expect high performance then it is essential that clear standards for performance are established for everyone within the organisation. Your most frustrated employees will be those who have been given no indication of the criteria on which they are being evaluated.

Remedy: Ensure that both Key Accountabilities and Indicators of Effectiveness are clear to the point that any employee is able to use them to “self-measure”. This will mean your employees will always know their level of performance, without having to wait until their next dreaded performance review.

Improve Decision Making Processes

Where there are issues that can potentially cause conflict, many organisations choose to defer decision-making and/or taking sides. The result is an accumulation of disgruntled employees.

Remedy: Make decisions in a timely manner, keeping within the boundaries of your organisation’s strategic objectives, goals and values. With clear Performance Standards, your leaders should be able to provide a clear path to follow.

Set a Realistic Pace

Misguided and enthusiastic managers may be adding new processes and new systems at such a rapid rate that no-one can keep up. As a result, their team is constantly re-adjusting their roles and responsibilities

Remedy: Slow down the rate of change process, focussing more on core values, consistency, outcomes and results. Then you can watch your team becoming determined and focus.

Weaknesses in these top three issues could be creating barriers to your organisation’s performance. Reflect on these points and how they could be impacting your results. Then take measures to change, remove barriers and transform your organisation into a workplace of choice.

If you need assistance with any of your processes, please contact us today for a free consultation or simply browse our online library for HR Resources for relevant tools, tips and templates.

Author:

Mats Eriksson

General Manager – Signature Staff