“Effective people management and development is essential in supporting productivity, effective skills utilisation, innovation and growth.” Peter Cheese, Chief Executive, CIPD
In order to be productive it is important that managers drive performance within their team. Often a team’s performance is hampered by lack of clarity and direction. Here are my top 3 tips for driving performance and ultimately increasing productivity!
Create an internal ‘brand’ which draws a line in the sand regarding the past and agree the working methodology for the future! Branding can create leverage and team spirit. The brand should demonstrate the behaviours that the organisation expects from its staff and should have an internal focus as opposed to an external one encouraging employees to get involved and be part of it. An exercise that would get all staff involved would be to create a list of the emotions and adjectives surrounding your brand, then allow your staff to assist in refining the list. Your brand personality will inform all the decisions and form your visual identity for the future.
- Strengthen Leadership
“Leadership is an activity, not a personality or a position”. This is taken from Fifteen Lessons on Leadership from the Video Arts film about Jamie Oliver taking 15 young people and training them to become chefs. The five key lessons which he shares are:
Managers and leaders should be role models to staff by embodying the values and beliefs of the organisation. They need to set the standards they expect and live and breathe the values. Problems that arise should be dealt with promptly and managers need to be consistent and, of course, they need to learn and adapt.
- Lead the way
- Show them how
- Believe in them
- Deal with it
- Learn and adapt
- Provide a support framework
Where people are falling short of expectations for whatever reason there needs to be a series of support mechanisms. They may include coaching; mentoring; learning and development programmes or stress and emotional support.
Mentoring is a fantastic tool that can boost performance. Mentoring in the workplace can describe the relationship in which a more experienced colleague uses his or her greater knowledge and understanding of the work or workplace to support the development of a more junior or inexperienced member of staff. But there is also reverse mentoring where the junior member of staff may have a skill e.g. the use of technology, where they mentor the more mature member of staff to increase their knowledge of social media.
Pulling these together, creating an internal brand, having strong leadership and providing development opportunities will boost staff performance and productivity!