Top 5 motivators – what encourages employees to take ownership of their own performance management?

Top 5 motivators – what encourages employees to take ownership of their own performance management?

Manager bod
"Organising appraisals and goals for staff is one thing, but the way to really win with performance management is to get staff invested in, taking ownership of and getting excited about achieving their goals, rather than seeing them as a chore.

But how?

It may sound like a bit of a utopian vision of the workplace, but there are ways you can encourage staff to go the extra mile and motivate them to really invest in their own performance management.

Here are our top 5 tips on how to inspire staff to work a little better each day.

1. Goals work both ways. 

Goals shouldn’t simply benefit the organisation; they should benefit the individual, too. When you set individual goals for someone within the company, make sure they also aid career progression. It may seem like a bad idea to enable staff to be more employable – I mean they could leave you for someone else – but the fact is they will thank you for it, most often by realising your worth as an employer and staying with your organisation, putting the skills they have learned to use. Promotion within your organisation is often much more cost efficient and time saving than hiring and training outside candidates.

2. Make sure staff feel like part of the team

Employees appreciate transparency from their organisations. Explain to staff where the company is going, and where you see their individual role fitting in within the company plan. Your organisation is nothing without its employees – you need to make sure they know that their role plays a vital part in your success. Employees who feel valued are bound to work harder, and be happier at work too.

 3. Let employees have a say – and really listen

Good performance management should be the start of a two way conversation. How can you expect someone to be really invested in something if they feel they have nothing to do with it? No one likes simply being told what to do without being consulted. This doesn’t mean that you need to consult employees about everything, or even that you have to agree with their suggestions. Simply starting the conversation and making sure staff know their opinions will be taken into consideration is, in most cases, enough.

 4. Keep that communication ongoing

People like to receive regular feedback and encouragement. Communication between managers and staff doesn’t need to be formal, but simply a regular catch up and recognition of an employees effort can work wonders. If employees know they are getting a chance to show their progress and be recognised for it by their managers, they are bound to put that little extra into their work. Regular communication and feedback keeps staff on the right track, and ensures they are continually working towards, and reporting on, their goals.

5. Link goals and encourage employee communication

As well as setting individual SMART goals, it is so easy to link goals online. By doing this you can make sure that your staff are working to achieve your larger company aims. They can report on progress, and working together encourages both healthy competition and collaboration. You can focus staff to work together on goals for their department for example, reporting to each other on progress, as well as to their managers. This helps you identify any problems quickly and easily, and gives you a great in-depth picture of how your company is working at every level.

You can read more about goals in our free Goal Setting whitepaper, and if you have any questions or comments, get in touch with the team!

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