Within most organizations, the manager is tasked with ensuring employee performance is efficient and attributing to the success of the organization as a whole.
Worker performance is a large generalization, as this is an umbrella term for many different dynamics. Worker performance includes task completion, relationships with other workers, punctuality, goals, and many other categories.
A worker failing to live up to their expectations set forth by an organization that leads to consequences or termination is a normal business operation. Even the most successful organizations deal with this occasionally.
However, if this starts to trend and a pattern emerges, it’s assumed that a specific factor is at the core of this downturn. Where does the root of the problem lie?
The first place to look would be the PMS and how it’s being implemented. If workers are experiencing a decline or a shift that’s not in alignment with the goals of the company, the PMS as a whole has a malfunction.
A good manager can fix a failing worker at certain times. Especially if this happens on an individual basis as a rare occurrence. However, can a great manager fix a failing performance management system as a whole?
Where does this task begin, and what does it entail? Let’s examine possibilities when it comes to reinventing the PMS of an organization.
Before analyzing whether a manager can fix a PMS, we should examine how a manager influences workers within an organization. How does a great manager benefit a company and lead to substantially higher performance reports?
A successful manager will have a significant impact on the performance of an organization. When a management position is filled based on an individual with the most talent for the job, these are the areas that are affected.
- The organization will witness an increased profitability
- Workers will experience an increase in productivity
- There will be an increase in employee engagement with the organization
- Customer engagement will increase
- Turnover rates will decrease
In simpler terms, a great manager will get customers and workers to rally behind an organization. Morale will increase, and a newfound sense of pride will form for the organization.
High talent managers will be well-versed in the following areas:
- Worker engagement
- Developing workers
- Achieving strong outcomes
Exceptional managers keep their focus on five specific dynamics. Studies have shown that regardless of the industry or background, talented managers share a knack for overachieving in these five specific areas.
Great managers don’t just challenge workers, but themselves as well. It’s a top priority to constantly deliver high-level performance.
Top-performing managers will overcome objections, obstacles, challenges, and adversity. Any resistance is met with persistence and an overwhelming sense of determination.
Efficient managers hold themselves accountable at all times. A great manager will assume responsibility for their team and their team’s performance. Failure rides strictly on the shoulders of the manager and there is never any finger-pointing.
Successful managers will build positive relationships with every member of the team. Strong relationships with customers are also a priority.
Talented managers can pull the trigger on important decisions at any moment. The high-level manager will think ahead, having an approach already planned, allowing them to carefully analyze the situation and make adjustments.
Great Management Characteristics
There are several important characteristics and leadership skills a great manager will possess. The methods a manager uses are very specific, catering to the individual needs of each worker.
A great leader will never operate from a fear-based platform. These tactics may garner temporary results, but they do not provide any long-term solutions or form a cohesive bond.
High-quality managers will manifest great performance from workers with a mixture of positivity and motivation. The manager will demonstrate they care for a worker inside of the workplace, as well as outside.
Strong personal bonds will be formed with workers at an organization. A leader will show concern for important dynamics in a worker’s life and ask questions to ensure their well-being and progression.
Most workers reported that having a manager they feel they can talk with about anything, including their personal life, leads to a higher level of work performance. Employees tend to work harder and care about managers and companies that they feel care about them.
It’s apparent that managers have a strong enough influence on workers to fix a failing employee performance system. How will this be accomplished?
Fixing PMS and Employee Morale
An exceptional manager will accomplish positive change within an organization by performing one or more of the following activities.
- Setting goals is essential to fixing any organization’s work habits and morale. Employee performance goals should align with an organization’s business strategies at every level. Workers who agree with their manager’s mindset are more likely to set and accomplish goals.
- Reliable communication is one of the most important elements in any business environment. Managers should be approachable and easy to speak with. Likewise, workers need to be trainable and responsive to suggestions. Proper communication is key to repairing any PMS issues.
- Discussing goals and responsibilities is crucial for remaining focused on large tasks and streamlining projects. A great manager delegates the proper assignments to the most efficient worker for the task.
An exceptional manager can navigate turbulent situations within an organization, and reverse the low morale of all the essential workers. Management with a talent for leading will command a high level of performance while maintaining respect and preserving bonds with an organization’s workers.
However, the manager will always know and respect their boundaries. A great manager will always walk the thin line between manager and friend, knowing when not to cross, and still maintaining their position of positive influence.