What’s your role when it comes to employee performance?

Words of Wisdom / By

Words of wisdom for this week.

“Self-image sets the boundaries of individual accomplishment.”
~ Maxwell Maltz

One of the critical factors that determines an employee’s performance, attitudes and overall behavior is their self-esteem and self-image. These are generally created and entrenched in an individual prior to the age of ten. When an employee comes to work for you they will bring many things including;

  • Personal and career agendas
  • Old emotional baggage
  • Expectations based on previous experience, their mindsets and any promises that were made during the hiring process
  • Fears – realistic and unrealistic
  • Goals – both personal and career

But the critical thing every employee brings to their roles, responsibilities, decisions and activities is their self-esteem. As a manager you can validate the employee therefore strengthening their self-worth or due to your management style you can contribute to their lack of effectiveness and performance based on your continued invalidation, negative feedback, criticism or micro-management approaches.

A person’s self-esteem and not their training or responsibilities is generally the foundation for all of their behavior and performance. Since their self-esteem was well established long before they became an employee you are faced with a dilemma. How do you ensure that their self-esteem, for which you are generally not responsible, contributes to your organization’s success and health and does not consciously or unconsciously sabotage it?

Here are a few things to consider:

  1. Hire people with a strong self-esteem and self-image regardless of their skills and experience.
  2. Give your employees the freedom to perform that is consistent with their ability and experience.
  3. Give them deserved positive feedback frequently.
  4. Validate them whenever possible.
  5. Give them the ability to do the job they were assigned without meddling and intervention.
  6. Increase their responsibility when they have indicated both a willingness to take on new tasks as well as demonstrate the confidence to handle them.
  7. Give them the authority they need to perform the duties that have been given to them.
  8. Trust them when they have earned that trust.
  9. Include them in business areas where their experience, skills and ability can contribute.
  10. Treat them with respect.