	Article Directory		Article Submission Service		Article Marketing Blog		Publishers		Member Log In

Article Directory :: Business - General Articles

Managing People: 7 Proven Methods To Ensure Your Staff Meet Your Expectations

By Leon Noone

Republish: EasyPublish™
Published: 28Aug2009
Word count: 416
Viewed: 265 time(s)

Get Free Content For Your Site

Summary. Do you find yourself complaining that some staff don't do what you want them to do? Do they repeatedly make simple errors that drive you nuts? Do they lack "common sense"? Maybe you're part of the problem. Try these simple but effective techniques.

1. Tell Them Exactly What You Expect. I'll never cease to be surprised at managers who don't take the time to tell staff exactly what they want. Sit down with your staff, tell them exactly what you expect, them get them to confirm their understanding: get them to tell you. You tell them. They tell you back. If you find yourself saying "But they already know that", they probably don't.

2. Distinguish Between Performance and Behaviour. "Behaviour is what you take with you. Performance is what you leave behind". Emphasise the performance you are after rather than the behaviour. Explain that behaviour is only important where it affects performance. Ensure your staff know the difference.

3. Be Specific. Avoid fuzziness. "Neat and tidy" is too general unless you say exactly what you mean by it. "Following routine maintenance procedures" is a statement of hope not expectation. Add "so that " then specify exactly what you want.

4. Make Expectations Measurable. If you can't measure it, you shouldn't expect it. "Maintain good customer relations" is bland and useless. You must specify how you'll measure "good customer relations". Your staff should be able to measure too so they'll always "know how they're going". If you expect salespeople to convert 2 out of each 5 cold calls, say so.

5. Support ... Support ... Support. Put in place systems that support your expectations. If you expect 24 hour turnaround on repairs, make sure your systems actually create that turnaround time. If telephones must be answered a certain way, provide a script for your people to use.

6. Remove Obstructions. This can be a real problem. Obstructions can be physical: poor equipment, mental or emotional: lack of self esteem or peer pressure, or procedural: cumbersome rules that hinder performance. As long as obstructions exist, you won't get what you want.

7. Reward ... Reward ... Reward. When they meet your standards tell them: over and over again. When they do better, find some extra reward. Make your praise and rewards public.

Conclusion. This is all simple stuff, not rocket science. But you, the manager, have to make it happen. And you have to persist so that it becomes normal in your business. Until you do, you won't get what you expect. When you do, you won't believe there's any other way.

If you've enjoyed this article, you might like to read my FREE, 42 page Special Report, "5 Proven Methods For Improving Employee Performance On The Job". It's yours to keep. You'll also get a free bonus eBook about setting Performance Standards for employees. Just go to http://www.leonnoone.com and they're yours. I work with small-medium business managers to improve on job staff performance without using training.

EasyPublish™ this article - publishers click here