"If only my staff members would complete their work thoroughly, I'd be much more productive." Have you ever thought this? If you're unable to achieve your goals because of poor staff performance, critically evaluate your own management style to enhance the opportunity for an improved outcome.
If you're not confident in your staff members' ability to succeed, there may be a lack of clarity regarding what's expected of them. Failing to clearly articulate standards will result in mediocre performance, increase your frustration, and disengage staff. Most team members want to perform at a high level, but if they're unaware of how to achieve that goal, it's impossible for them to do so. Taking the time to individually counsel staff members regarding their performance, establishing goals, and giving feedback will convey the message that you care about their professional development and will make every effort to help them succeed.
Poor performance in the work setting might be suggestive of brewing problems in a staff member's personal life. If this is the issue, offer appropriate support through an employee assistance program or suggest other available means for professional counseling.
Since an early age, we've been taught to "follow the leader." Using the same basic principles found in this childhood game, one of the most effective achievement methods a leader can employ is through role modeling effective behaviors and actions. If staff members visualize you performing at a high level, they'll begin to mimic your performance. Leaders who expect dedication from their staff but are unwilling to commit at an equal or greater level will yield negative consequences, and achievement will be significantly impaired. Managers must always remember that their actions are constantly being monitored by their direct reports, so they must consistently perform at the highest level.
A leader who works to ingrain a culture that celebrates and recognizes excellence will begin to develop staff members who insist on quality among their peers. Colleagues have a significant amount of influence on each other's performance. Staff will begin to emulate positive work habits and implement high levels of accuracy, proficiency, and skill if achieving success is rewarded. Appropriate competition among team members to employ positive work habits will provide a foundation for all to raise the level of performance.
Support but don't enable your staff. It's imperative to be direct, clear, and firm in setting the standard of performance. Excuses and justification of inappropriate and poor behavior can never be accepted. Far too often staff members will say they're too busy, it's someone else's fault, or retort with "It's not my job." This behavior might suggest the staff member is unsure of how to complete a specific task, and appropriate intervention is necessary. Leaders should consult with clinical experts such as advanced practice nurses to solicit help in providing support to the staff.
If your expectations are clear, the staff members have been educated, effective role modeling is in place, you've offered appropriate support, and the performance of a staff member continues to be inadequate, it's your responsibility to take appropriate disciplinary action. Although difficult, by virtue of your role, you must make these tough decisions to ensure a high level of care and service is being provided within your area of responsibility.
Richard Hader
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