If you’re like most managers, you spend a lot of time trying to turn your staff into high performers.

Top-performing managers have a set of philosophies in their pockets that keep them focused on achieving results. These managers have a handful of behaviors in common. For example, they usually:

 

• clarify their roles and responsibilities;
• set non-conflicting short- and long-term priorities;
• use logical, transparent and duplicable decision-making processes;
• create well-thought-out plans of action rather than “winging it”; and
• set realistic time-tables for executing their plans.

Good news: There are several tried-and-true methods that will boost your employees’ morale and performance while turning you into a power player. Here are a few:

1. Set high ethical standards. All top-notch management styles are based on daily, demonstrable, non-negotiable standards, values and ethics. Managers who maintain a high level of personal conduct when making decisions or performing tasks reflect the company’s values and standards.
2. Focus on vision, strategy and spirit. A good leader understands that workers need a combination of manageable goals, an action plan to accomplish those goals and the morale necessary to want to excel. Best: Leaders must communicate clear decisions for their subordinates that are in sync with corporate goals. They must also develop and execute long-term business plans and encourage individual and team contributions.
3. Target tactical, short-term development. You should use proactive behavior to improve your group’s performance. Your goal is to improve workers’ day-to-day behaviors rather than aim for success in six months. Important: Don’t ask employees to bite off more than they can chew. Instead, make sound business decisions that allow your team to excel without added stress or scrambling. This will lead to improved near-term planning, an enhanced daily work environment and a closer relationship between everyone on the team.
4. Develop strong team values. Managers are only as good as their teams. You must always keep your team’s best interests top of mind — even if that means putting individual needs on the backburner. Example: One of your employees wants to set up a flexible schedule so that he can be home one day during the week. However, this schedule would require the entire team to change their work habits — making the request a detriment to the team.
5. Improve yourself, too. Leaders acknowledge that their employees aren’t the only ones who benefit from continual learning. You must be aware of your flaws and find ways to turn them around. Remember: Your imperfection means that sometimes, you’ll make mistakes. You must take responsibility for your role in all actions and outcomes.
6. Communicate and collaborate. No man is an island — including excellent managers. You must hone your communication skills so that your workers hear your message rather than your tone or mood. Similarly, you don’t want the communication to be one-sided. Involve your employees in decisions and discussions so that they feel connected to the outcome and want to see projects do well.
7. Nurture employee relationships. A consistent, collaborative coaching process allows managers to help employees feel ownership over their positions and productivity. Try this: Treat your staffers like “major accounts” for development. Coach them on job skills, business maturity and personal adaptability.

Bottom Line: No matter which philosophy you subscribe to, you must create a focused, disciplined, high-energy, consistent approach to leadership if you want your employees to become high performers.

Filed under: Management Minute