Employee Motivation

The 8 Key Drivers of Employee Performance

Employee motivation is no longer a mystery, discover here today the 8 key drivers for creating a high performing team.

The link between Leadership Skill and Employee Motivation

Employees who achieve amazing results work for leaders who create the right environment, an environment that fosters excellence and encourages or expects continuous improvement from all employees.

A team with a good leader can achieve up to 40% more than the same team with an average leader, ultimately you do not really know what a team is capable of achieving until they have a good leader.

If you embrace the eight keys to driving employee performance, you remain persistent and passionate about people and people leadership you will be surprised if not amazed by what your team can achieve.

Management Tip:
Employee motivation tends to mirror leadership skill; even a great performance management system in the hands of poorly skilled leader is not going to deliver any results. High performance mandates a high level of leadership skill; you can enhance your leadership skills by adopting the eight key drivers of employee performance.

The eight key drivers of Employee Performance

If you research the field of management for long enough you will generate a list of over 100 things a good leader, who seeks to motivate improved employee performance, must do.

Like all busy leaders, you will not have the time to do everything on your list. So let’s prioritize and focus your leadership on those things that will deliver the greatest value to your team.

The eight key drivers of employee performance are, (in order of importance)

Provide regular informal performance feedback to all of your employees and ensure your feedback is both fair and accurate.
Encourage all of your employees to take reasonable and calculated risks. Be there to support your employees who have taken risks when things do not turn out as you would have liked. (Try lots of things & keep those that work).

Find out How to Encourage Risk Taking
Provide regular formal performance reviews and in these reviews place considerable emphasis on the employees performance strengths.

One on One How to Guide
Ensure all employees are clear about the required performance standard, communicate this standard regularly and have candid discussions with your employees on where their performance exceeds, meets or fall short of the standard.

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Click to Find out How to Communicate your Expectations
Provide far more internal communication that you believe is required for the job that your employees are doing. Always exceed the minimum required level of communication by a huge margin.
As a leader be knowledgeable about your employee performance, find ways to have up to date information on your employees performance and share your knowledge with your employees.
Provide your employees with the opportunity to work on the things that they do best, this might mean you have to change some jobs a little or you have to give people additional tasks beyond their normal role to work on. If your people have a passion for a task and they are good at the task then assign the task to them as often as possible.
Provide feedback to your employees that helps them to improve their performance or to do their jobs better. This is not just for those employees who are not meeting the grade, all people value feedback on how they can contribute more to the organization by doing their job better.