Performance Management Can Create Top Talent From Average Performers
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Effective frontline leadership skills in an organisation can have astonishing affects on business performance. Frontline leaders who have the right skills can take average employees at the frontline and develop them into top performers.
The untapped potential for your bottom line is staggering. Think of it this way. In all businesses there is a bell curve into which employee performance can be inserted. The average performer sits in the middle of this curve, which makes up 60-70 percent of all your employees.
Doing just enough to get by, these employees don’t make a fuss, but don’t do anything outstanding either. When you try and motivate these employees with the techniques that work so well on your star performers it just doesn’t work.
This is because what motivates high performers doesn’t usually motivate average performers. But there are some excellent techniques that do motivate your average performers and effectively move the middle of the bell curve.
You need to manage and lead high performers differently from the average or core performers. And, you need to manage and lead core performers differently from low performers.
With high performers you can manage by results. They consistently achieve the desired results, and coaching observations typically pick up they are using the appropriate behaviours or actions to do so.
However, core performers aren’t consistently achieving the desired results.
Coaching observations will usually establish that these performers are not consistently applying the appropriate behaviours or actions.
It follows with average performers we need to follow two steps that will motivate and develop performance. These are:
1. Establish what the differences in behaviour and activity are between your high performers and average performers.
2. Through effective leadership skills, we need to manage and lead average performers in a way that encourages them to more consistently use the critical behaviours that distinguish high performers from average performers.
You can provide your frontline leaders with the tools to recognise these differences and how to effectively lead employees with behaviours that encourage motivation and employee engagement. This is the area where there is a substantial amount of untapped potential because so many frontline managers and frontline leaders fail to manage differently.
It is common for companies to push their star performers to squeeze that little bit more out of them because this group usually goes the extra mile. They are engaged and motivated employees.
In this recession there’s only so much squeezing that can continue to be done.
Now it’s time to look for new opportunities. Moving your performance bell curve will have a significant impact on business KPIs.
For more tips on helping your average employees turn into top performers see my blog http://www.frontlineleadership.com. James Brava is a specialist in Frontline Leadership Training which results in significant improvement in employee engagement and business performance.
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