It is an age old problem, your staff aren’t really working the way you want them to, results are at best average, engagement is low.
The age old solution to the age old problem is measures:
“give them real measures that mean something to them, it will motivate them to perform better”
What does a good measure look like?
If you read a text book it will tell you that a good staff measure should be:
- Easy to record
- Straight forward and simple
- Directly influence-able by staff members
- Relevant to their daily work
- Something that customers worry about
Not so simple to define such a metric is it?
So what is the short cut?
Talk to your team members, especially the engaged, high performing ones. Nine times out of ten they will have a tracker on their desk top, or some scribbles taped to their monitor. That is the measure that they use to define their own performance. It is the way they know whether or not they are having a good day, or a bad one.
They know what the best measure is, they have thought about it.
How about you use that measure? If nothing else it would be a good place to start.
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Image by Jason Cartwright