Do I really have to compliment my employees all the time? That's why they get paychecks.

In my last post, I shared the Hartman Performance Diamond as a model to think about the four key enablers to effective employee performance. Those were 1-Expectation Clarity, 2-System for Success, 3-Competence, and 4-Motivation.

When I conduct assessments to uncover why team members are not performing well, the most frequent breakdown I find is Expectation Clarity, which I recently covered. The next most frequent breakdown I see is in the area of Motivation.

Catalyst Performance ConsultingApril 3, 2017communicate with confidence, employee appreciation, employee motivation, employee performance management, getting the best from your employees, languages of appreciation, managing expectations

Uh, Thanks for Vacuuming the Broom Closet…. Not! – Tips for Managing Employee Expectations and Motivation

Sometimes employees believe that they are taking initiative and being helpful by doing a little ‘something extra’. Their initiative and intentions are great! However, if the extra thing is something that doesn’t make any difference to you or your business, the employee can feel unappreciated when no one causes a fuss.

If an employee isn’t performing in the way they should - you may ask yourself if they know what is expected. Employers think this should be obvious or common sense. Unfortunately, common sense isn’t common. That is unless your employees grew up in the same neighborhood as you, were born in the same year, in the same birth order, with the same parents as role models, etc., etc..

Catalyst Performance ConsultingMarch 15, 2017communicate with confidence, employee communication, employee performance management, hartman performance diamond, measuring performance, performance management