Summary

  1. Workplaces that have inclusive values tend to perform better than those that don’t.
  2. Continuous learning helps improve performance culture.
  3. Teamwork brings more advantage than individuality

According to Gallup’s State of the Local Workplace report, 85% of employees are disengaged at work, costing $7 trillion in lost productivity. Organizational development also improves internal communication to better align team members with the organization’s vision. When workers feel empowered, they are driven to give their best work and are ready to take on more responsibility.
This insight discusses five key strategies that help employers drive and sustain a high performance culture in the workplace.

  1. Strong and adaptive leadership
    Ronald Heifetz and Marty Linsky introduced the concept of adaptive leadership, describing it as the process of organizing a group of people to face difficult challenges and eventually triumph.
    Adaptive leadership prepares individuals and organizations for the process of change and helps them to thrive in the face of adversity. This leadership technique involves diagnosing, interrupting, and innovating in order to develop capabilities that are consistent with an organization’s goals. Because this leadership style places such a heavy emphasis on overcoming obstacles to reach success, adaptive leadership may have a profound effect on a company.
    Adaptive leadership is characterized by several characteristics such as
  • Emotional intelligence
  • Character
  • Development
  • Organizational justice

Some of advantages of strong and adaptive leadership include

  • Change is expected and viewed favorably.
  • It promotes workplace inclusion as all perspectives are welcomed.
  • Restrictions are not heavily emphasized.
  • It makes effective use of the competencies of the team.
  1. Develop ideal values to guide the team
    When a company’s workforce is still small, it is simpler to establish a set of guiding principles than when the company has grown to hard-to-manage levels. This can have a lasting and good impact on the company and its employee performance culture. It’s crucial to follow a procedure that enables everyone to contribute, whether you’re managing a startup, a small firm or  a large firm.
    In order to build a set of values that will be accepted by most if not all within the company, it is important to ensure all people within the company are involved and included in the process. This can be achieved by asking all employees about their individual values, in order to identify what most people connect with, and thus find a way to align the company values with individual values.
    The biggest mistake many founders and managers make is to copy values from other organizations or simply just adopt beautiful names as their values, denying the internal and external stakeholders the opportunity to identify with such values.
    Read Also: The rise of employee experience in the workplace today
  1. Encourage continuous learning and development (learn, unlearn and relearn)
    Research shows that 94% of workers worldwide claim they would remain with a company longer if it supported their professional growth. This is one obvious and straightforward reason to be proactive about employee learning, especially in the “The Great Resignation” period, which is a mass exodus of employees noted following the COVID-19 pandemic, when many realized that organizations can stretch to provide better working condition but had hidden it all along. 
    One great way to meet this employee expectation is through continuous learning, which is the process of consciously expanding our knowledge and skills for the benefit of improving employees, their career prospects, and the organizations at large. Continuous learning can broaden employee skill sets, enhance skill and knowledge retention, elicit novel insights and perspectives, boost morale, and enhance overall employee performance in the workplace. Such learning should not be haphazard, but goal-oriented, that is, intended to accomplish a certain objective, such as improve customer service, emotional intelligence and so on.

    Some of the advantages of continuous learning in the workplace include:
  • Identify any current skill and educational gaps and opportunities
  • Encourage an innovative and collaborative culture
  • keep your industry relevant
  • Encourage an innovative and collaborative culture
  • Refresh the critical-thinking and problem-solving abilities of employees.
  1. Conduct frequent performance assessment to see trajectory
    Employee performance may actually suffer in organizations that continue to use annual review cycles. This one-shot approach far too frequently results in stress and unauthentic results because employees believe their career trajectory depends on giving the answers they believe their managers want to hear. In order to alter this perception, businesses should conduct performance reviews more frequently and make them into regular conversations as opposed to a stressful event at the end of the year. When workers are aware that they are constantly being evaluated, they are more likely to improve their overall work performance and form positive associations with this task. As a result, rather than being a sanctioned activity, excellence becomes a workplace culture.
    Read Also: 9 types of employee experience surveys
  2. Encourage team work not individuality
    The benefit of having a team is that they will have a variety of skills, including leadership abilities, effective communication skills, organizational abilities, active listening skills, and a solid work ethic. By utilizing these abilities and skills, a team can become more powerful and productive. While an individual brings all of his or her positive traits to a workplace that values individuality, it also predisposes the workplace to all of the employee’s negative traits. Teamwork should be valued more highly than individuality in order to ensure that the company reaps the maximum benefits from all positive traits.
Do you have questions on employee performance? Talk to us about it.

1 thought on “5 strategies to a high employee performance culture in the workplace”

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