Your expectations of people and their expectations of themselves are key factors in how well people perform at work. Known as the Pygmalion Effect, the power of expectations cannot be overestimated.
Tag Archives: Employee Motivation
How Stone Age Instincts Affect Frontline Leadership
When it comes to maximising employee motivation and performance, frontline managers matter much more than senior leaders. And the reason is as old as the history of human kind.
Posted in Employee Engagement, Employee Motivation Also tagged Dopamine, Employee Engagement, Frontline Leadership, Frontline Managers Leave a comment
The Surprising Truth About What Motivates Us
If you’re interested in dramatically improving employee motivation and performance, then you’ll be interested in Daniel Pink’s latest book, “Drive – The Surprising Truth About What Motivates Us.”
Can You Escape the Cult of Work?
In the modern western world the cult of work has become highly valued. Its most recent incarnation is the ‘always on’ culture. Being available via mobile and email, if not 24/7, then at least more hours each day than was acceptable a decade ago.
Of course it feels good to be busy, to submit to the siren call of activity. Yet there is no special virtue in hard work.
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How to Motivate People
The great military and political leader of France, Napoleon Bonaparte, was quoted as saying, “A soldier will fight long and hard for a bit of coloured ribbon.”
In more recent times, the Corporate Leadership Council identified that fair and accurate informal positive feedback from a knowledgeable source (such as a person’s immediate manager) is the single most effective performance management lever available.
Posted in Employee Engagement, Employee Motivation, Performance Management, Uncategorized Also tagged Employee Engagement, Performance Management 1 Comment
How’s Your Vision?
Every organisation has a purpose. A story about who they are and what they seek to achieve. How this story is framed and communicated is a critical part of creating an engaged, motivated and productive workplace.
Let’s Play
How is it that we get excited by games and sports, but often not about work?
What Drives Employee Engagement? Part 2
Last week we took a look at the things that frontline managers can do to make behaviour inefficient, and thereby ensure poor performance from their team. This week we’ll take a look Gilbert’s model for engineering high performance. And we’ll compare the factors in that model with the key drivers of employee engagement identified through global research.
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What Drives Employee Engagement? Part 1
Employee engagement, or employee motivation if you prefer that term, is important to you and your organisation. There is now considerable evidence from many sources that low employee engagement generates lower employee productivity, business unit performance and profit; along with generating higher employee theft, accident rates and employee turnover.
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Why Ask Questions to Kick Butt?
Why would you ask questions to kick butt? Your job as a frontline manager is to manage the behaviour of your team members to ensure they are doing the right things to achieve the results you need. When they’ve done the wrong thing or nothing at all, our inclination can be to tell them. Tell them what they’ve done wrong. Tell them what they haven’t done. And tell them what they need to do differently. However, often there is a better way.
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