Google “improve employee performance” and you will find 484,000,000 results.
Each result offering up different strategies, techniques, and tactics for improving the performance of your employees.
In this short article, I want to explain why I think your approach is more important than the tactics you employ.
Coaching teaches you that small shifts in the way you think about your challenges will yield massive returns.
This could mean:
- Reframing an issue or;
- Looking at the same problem from different perspectives.
When we are trying to improve employee performance, our starting point is usually that we want to improve on certain key metrics in the business. Of course, this is important and ultimately what you hired people for.
But if you are only look at improving employee performance from the angle of business efficiencies then you are likely to become frustrated with your efforts.
So, what other angle should you consider?
Developing people for the sake of their futures.
Thriving businesses need people that:
- are resilient;
- take initiative;
- work well with others;
- hold others and themselves accountable;
- that perform because they want to be the best;
- take full ownership of their own lives and responsibilities in the company.
You do not develop these traits through higher incentives or more sales training.
It requires a willingness to develop people (not only their skills).
So, your approach matters.
If you want to play the short game then only invest in people’s skills and proficiency’s.
If you want to play the long game invest in who they are, and more importantly, who they are becoming.