There’s a move away from numerical outcomes and toward an environment in which employees do their best within general guidelines.
Some companies measure their performance targets numerically, whether that means sales quotas, number of customer service calls fielded in a certain time period, or increased efficiency in production times. But, increasingly, we’re seeing an environment in which companies are trusting that employees will act in the best interest of the organization—but the boss has to set general guidelines for performance and support employees as they carry out their work. This approach can make it more complicated to assess individual employee performance, but it can also make those assessments more meaningful. Here’s how to make it work:
- Change the discourse. You’ll still have quantitative measures of success and numbers that you must hit to remain competitive and positioned for growth. But by shifting the focus to what’s best for the company beyond those numbers, you again open up channels of dialog that can help promote more robust performance.
- Foster collaboration. Your announcement of a more ambitious revenue goal, for example, might prompt a discussion about the impact that higher sales or geographic expansion might have on your fulfillment, distribution, and customer support teams. The goal is not to have them air concerns about how the higher volume will hamper their work, but rather to collaborate on a strategy for ensuring that they have the staff and tools necessary to play a role (and be recognized for their contribution to) the new venture’s success.
- Give people the technology tools they need to keep track of and follow up on tasks and responsibilities. Check out tools like Asana, Basecamp, Slack, and SmartSheet to help organize tasks and improve communication.
By enlisting your employees as allies in achieving the company’s goals, giving them the authority necessary to carry out their responsibilities, and showing them your support, you build a team that’s equipped to meet immediate and long-term challenges. Leading people in a culture of that caliber positions your company to optimize its agility, its capacity to innovate, and its prospects for sustainable growth.
Read the second in our series of Connections to Growth: Team guides, Tactics and Tech That Engage Your Team, to learn how you can position your team to achieve your company’s goals.