Performance Motivation Find out your people’s strengths… Positively motivating performance, by focusing on areas of strength, helps us unlock unrealised potential. People who know and use their strengths, and the companies they work for, tend to be better performers. Simply learning our strengths makes us 7.8% more productive, and teams that focus on their strengths every day are 12.5% more productive1. Traditional performance management, focused on developing areas of weakness, can instil a sense of threat that reduces our ability to perform effectively and increases our likelihood to make mistakes2. But using our strengths at work is associated with higher productivity, employee engagement and job satisfaction3. ...and release their potential! Creating a people framework based around ongoing, open and honest conversations, frees us from inefficient and ineffective performance appraisals. Framing these conversations around our people’s strengths drives a performance motivation culture that taps into the intrinsic motivators that inspire excellent performance and loyalty from our people. At Bailey & French we work with organisations and People teams who want to move from performance management to performance motivation. We always work with our clients to develop an approach that’s right for them, but key activities can include:
Building understanding of strengths and how they can make weaknesses irrelevant Replacing ineffective management processes with a transformational people framework founded on great conversations Developing role clarity so that all people know what is expected of them Transforming leaders into top coaches able to bring out the best in themselves and their people
These topics can be covered in one-off or multiple sessions– whatever works best for you. All our work is custom-designed to apply specifically to the context and challenges of your organisation. To find out more, call 01273 830841 or email Ben Steeden at bs@baileyandfrench.com.
1Gallup,
Inc. (2012). State of the Global Workplace: Employee engagement insights for business leaders worldwide. Washington, US: Gallup, Inc. Retrieved from: http://www.gallup.com/services/178517/state-global-workplace.aspx?ays=n. 2Rock, 2008. SCARF: a brain-based model for collaborating with and influencing others, Neuro Leadership Journal. Retrieved from: http://www.your-brain-at-work.com/files/NLJ_SCARFUS.pdf 3Lavy, S., & Littman-Ovadia, H. My better self: Using strengths at work and work productivity, organizational citizenship behavior and satisfaction (in press). Journal of Career Development.