Page 15 - MetalForming July 2015

• 7.7 percent dealing with inter- ruptions;
• 6.9 percent wasted in useless meetings.
That leaves a grand total of 5.7 per- cent of the day for special projects, working toward goals and everything else. Adding lofty aspirations to the list of daily activities leaves your team inundated with a workload they might not be able to handle. This is yet anoth- er reason why accurate performance appraisals are so crucial to business development and employee growth. Two-thirds of highly rated employees are not the top performers, so inaccu- rate appraisals could give them dis- proportionate time at work for more goals than they can reasonably achieve.
So what is the manager’s role?
Productivity and engagement start with the right attitude. While employ- ees can be their own biggest critics, sometimes they need a little help get-
ting motivated to accomplish their goals. Whether it’s faith in their own personal brand or how that aligns with the organization, a little “Nice work! This turned out great with the limited time you had,” or, “This is great, but it still needs some attention in these areas,” are examples of simple contin- uous feedback. However, there are other, more involved ways that man- agers can motivate the team before failing to meet a goal.
Clearly define expectations—It’s a natural propensity for people to men- tally wander. However, if you give employees direction, their goals will align with your expectations for devel- opment. Understand how your employees work and what their limits are so that new goals don’t push them too far.
Believe in your team—Employees are more likely to perform well if they know that their supervisor has faith
in their performance.
Praise and correct appropriately—
Nothing is quite as demotivating as public criticism. More often than not, employees are unaware of shortcom- ings, and they certainly don’t need to be alerted to them in front of their team. On the same note, while private praise is appreciated, it’s not as effective as giving praise publicly.
No matter what your role in the company, it’s part of your job to help your employees and coworkers reach their work objectives. While it’s not your responsibility to micromanage their every task, you do have to help them understand how to manage their daily performance requirements and goal maintenance simultaneously. Per- formance appraisals, goal-tracking soft- ware and apps, and clear motivation from supervisors all play a role in help- ing your team reach their goals this year. MF
Human Capital
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