Influence of Effective Management on Employee Performance

on December 27 | in Leadership | by | with No Comments

Gone are the days when the employee-organization relationship was just confined to delivering work and picking a check. Today, the companies are well aware of the fact that the wellness of their employees means the success of their company.

Managers are the defining source of an employee’s success or failure. If an organization is effectively managed, the outcome will be visible in the company’s growth rate.

We have listed below the ways in which effective management influences employee performance:

Building Trust

The first and foremost step to effective management is building trust with the employees. When the manager puts their faith and conviction in their employees and trusts them with their instincts, the employees demonstrate their loyalty and devotion towards the company.

The manager who acts as a leader rather than a boss provides a great example to follow. They value what their employees bring to the table. They acknowledge and validate their employees’ progress and never let their ego get in the way of things.

Performance Reviews

Performance reviews are a significant part of an effective management strategy. The manager should clarify the expectations they have from their employees in simple and clear terms, so the employees know what is expected of them.

Performance reviews enable the employees to determine where they stand in terms of their success and/or failure. A detailed report with the positive and negative aspects of the employee’s performance clarifies the employee about the areas where they need improvement, and thus, they can work on them.

Moreover, performance reviews that have recommendations for improvement by the manager help the employee develop their skills effectively.

Productive Feedback

Feedback is crucial for the progress of any employee, even those who are performing well. Constructive feedback can prove to be valuable for an employee as they exactly know where to step up. It is not necessary that every employee grows at the same rate. Thus, the feedback should also be according to the growth rate of the employee.

In the case of negative feedback, managers should ensure that they keep a soft tone when describing any short-comings. Feedback with negative adjectives can be very off-putting for the employee and can deteriorate their performance.

One-on-one Meetings

Effective management includes informal, one-on-one meetings. Sometimes, the formal feedback process can be very overwhelming for the employees. A meeting with the manager in an informal setting can relieve the tension and make the employee more understanding of the situation.

A smart manager carries out a relaxed conversation rather than an uptight discussion about the employee’s performance, the areas that need improvement, and the ways they can upgrade. This proves to be highly beneficial and yields great outcomes by enhancing the employee’s productivity.

Appraisals and Recognition

Every employee needs recognition for the hard work and dedication they put in their work. The manager should applaud the employee every once in a while for their effort.

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