They are your greatest asset and the ambassadors of your vision - the men and women who work for you. Managing and inspiring them isn't for the faint-hearted, but can be a business owner's or manager's most rewarding responsibilities.
Supervisors, seeking harmony and desiring to be liked by all their employees, are often timid to address, confront and deal with an employee who demonstrates mediocre effort, is ineffective in their role or is letting down your team. But failing to tackle matters demoralizes your best employees and does nothing to improve the performance of the offending employee. Facing issues head-on with consistent fairness enhances and encourages excellence. The employee needing guidance has an opportunity to step it up and all your employees will be motivated, not out of fear, but increased respect for your leadership.
Additionally, managers make a mistake when they don't acknowledge exceptional achievement. Supervisors frequently neglect to recognize outstanding performance, fearing it may appear as favoritism to others. Instead, impartial public and private tangible expressions of recognition (awards, bonuses, perks, thank you notes, gifts, titles, etc.) for a job well done communicates volumes to all your employees about desired results of their efforts within your organization.
Another common error businesses make is giving equal pay increases to all employees. Doing so sends a message that mediocrity is expected and rewarded. Employees view their compensation as a reflection of how your business perceives the contribution they're making to your enterprise. Salary increases based on performance provide powerful motivation deep within, not just for the money, but what the money says about their extra effort toward fulfilling your vision.
Helping employees become maximum performers takes a lot of effort and carries risks, but the risk of failing to do so is much higher. To summarize: 1) addressing issues of poor performance puts fuel in the tank of your best and most industrious employees; 2) recognizing extraordinary accomplishment sets the stage for greater contributions by more employees; 3) merit pay increases help create a culture of vision-centered productivity.
Jerry Hopkins is the Founder and CEO of Affinity Software LLC. He is author of TimeClockpro, a time clock software application that helps business owners and supervisors manage hourly employees and employees be more productive.
Affinity Software LLC
1510 Tipton
Council Bluffs, IA 51503
712-256-4920
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