By Ademola Akinbola
The work place culture is one that is quick to sanction workers when they err or underperform, irrespective of the mitigating circumstances that might have made good performance difficult or impossible.
Sadly, the same culture is slow in appreciating or rewarding good performance.
Such good performance is deemed to be ‘normal”, with your boss even telling you that “you are doing your job for which you are being paid”.
We are quick to condemn but slow to commend.
Effective Performance management (Managing performance and non-performance) is one of the critical success factors of purpose-driven organizations.
You don’t just manage effective performance, you also have to manage non-performance with a view to getting the best out of each employee.
Except for those with chronic poor attitude, every employee is intrinsically potentially productive.
The purpose of performance management is not to sack employees, but to identify opportunities for better management of the employee through counseling, training, motivation, mentoring, coaching, etc.
The hallmark of a good manager is the ability to replicate himself in his team members and get them to perform optimally. In fact, I hold the view that a non-performing team is usually the first sign of a weak management.
Engaged and appreciated employees are more likely to be more productive than those not appreciated.
Appreciating employees is not just about promotion.
Kind words such as thank you, well done, good job, nice one, etc, as well as informal notes of encouragement, go a long way. It doesn’t take forever to send a note of appreciation. It takes the same time and energy you deploy into sending queries!
My CEO at Owena Bank, Rev Segun Agbetuyi, was very good at this. He sent me a handwritten, one-paragraph note in 1998 and also copied my personnel file. It was so encouraging. I still have the note in my library. He gave me an assignment at short notice and I delivered. He was appreciative. I was inspired.
Let’s be generous and effusive with praises.
Let’s be free with kind words to our employees and team members. Make it a daily habit to appreciate them.
Don’t wait for the annual performance review ritual.
The objective of every CEO and Human Capital Manager should be to convert employees into brand advocates and brand ambassadors.
Appreciation is one of the strategies you can deploy.
Akinbola is a brand management specialist, author, publisher, and certified trainer. He can be reached via firstname.lastname@example.org or email@example.com. WhatsApp- +234 803 3018 881.
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