performance Archives – KCC Positive Business Psychology

3 Steps to Use the Pygmalion Effect for Performance

3 Steps to Use the Pygmalion Effect for Performance Employee productivity depends on effective performance management. The best managers use a combination of strategies to draw upon the full potential of their team and get consistent top-performing results. How do they do this? One powerful tool great leaders use to optimize performance is motivation. The Pygmalion effect explains how and why setting high expectations for employees yields excellent results. Here’s how to use the Pygmalion effect to optimize performance among your employees in 3 steps. What is the Pygmalion effect? The principle is simple. People tend to perform to our expectations, like a self-fulfilling prophecy. When we have high expectations, they perform better. When we have low expectations of people, they often perform below their capability. 1. Define Your Expectations Take a moment and think about each member of your team. Think about each person and your performance expectations. Do you think this person is capable of learning new tasks easily? Can they complete more than the tasks they’re given now? Do you have low or high expectations for this person? How well do you think they’re aware of your expectations? As you evaluate your expectations, also consider whether they’re realistic. Having high expectations of your employees only works when those expectations are achievable. If you set your expectations too high, the team may give up before they’ve even had a chance of success because they feel the target is impossible to reach. In summary, when you set expectations, think positively, but don’t depend on the power of positive thinking. 2. Boost Communication and Positive Feedback How do you communicate your expectations to your team? In life and work, communication determines so many outcomes. Remember that communication isn’t only the words you say. Sometimes, what’s unsaid speaks much more loudly. For example, when a manager is distant and uncommunicative, their team often assumes they are uninterested and have low expectations of their team. The fix is simple. When you see your team doing a good job, notice it and tell them. Don’t assume your appreciation is apparent. Make sure you’ve communicated it to your team. 3. Lead with Self-Confidence and Develop Yourself One of the critical factors that determines how successful employees are is the confidence level of their management. Do you believe you can coach and support your team? Do you believe in your abilities as their leader to achieve high performance? Are you using your full potential and investing in your own development? If not, what’s holding you back? Identify the barriers and find ways to remove them. Do you need more support from a coach or mentor? Ask for the help you need. It might be as simple as that. Are you lacking in a particular area of expertise? Find a way to get the training that will help you round out your leadership abilities and boost your confidence in yourself. Get the Best from Your Employees Are you getting the most from your team? Learn key [...]

3 Common Performance Management Mistakes

Good Management is Key According to Gallup, a US firm specializing in management research, in a survey of more than one million Americans, "people quit their bosses, not the organization." The effect of mismanagement is widely felt. Gallup also determined that poorly managed teams are on average 50% less productive and 44% less profitable than well-managed teams. As an organizational psychologist, I can confirm that an apparent lack of commitment from employees is often the result of the absence of effective leadership from their boss or bosses! The following are 3 common mistakes that I have often observed in my practice and tips that could help you improve your performance management skills. 1 - Waiting until the end of the project or the year to give feedback We often wait before giving feedback for several reasons: lack of time, we do not want to disrupt, derail or demotivate people; it is unpleasant, etc. But without a concrete way to measure performance, and without feedback, one cannot improve. My advice: Think of "just in time". Feedback must be given quickly to be useful and have the desired impact. Especially with the new generations fueled by instant communications, I recommend using the "48-hour" principle: you have a window of two days after an event to find time to share your observations. 2 - Too much recognition can play tricks on you Managers sometimes ask me if it is really necessary to praise someone for doing a job they are paid to do. Conversely, I am also asked if too much positive feedback could make the employee arrogant or less diligent at their job. However, one of the most frequent complaints at work is the lack of recognition. My advice: There is very little risk associated with frequently highlighting our appreciation. Giving positive feedback remains, in my opinion, a simple and free way to value the members of our team while directly impacting their performance. Remember that positive reinforcement increases desired behaviors and attitudes. 3 – Getting too close to employees Traditionally, managers were recommended to maintain a "professional distance" with employees. Things have changed. In March 2015, Forbes magazine cites several studies that show that friendships at work have several positive effects. My advice: we want to work with people we love. We work harder for a boss who shows interest in us, and not strictly on a professional level. I suggest you review your position and consider the different forms of friendships. Redefine your definition of a "professional friendship." Closer interpersonal contact with people generates commitment usually followed by positive results! Improve Your Performance Management by Understanding Your Team Looking for ways to improve the effectiveness of your team? This Team-Building Assessment Tool is specifically geared for improving team synergy. Learn ways to more effectively manage your team members based on their personality and natural strengths and weaknesses. Improving the effectiveness of your team makes your business more successful. It's an investment worth making. Order your test today. Ingrid Kelada Business Psychologist/Happiness Expert [...]