Praising and reprimands do more for performance than goal setting and other factors. Why not employee all positive factors for maximum benefit?
Leaders know that simply paying special attention to an operation will lead to a boost in productivity. Why does this happen? It happens because people feel their work is now important and valued. It might also be that some employees need additional supervision. The employees who won’t work hard when you’re not around are the ones you need to find a way to motivate. Establish goals and expectations together, monitor his or her performance, and discuss what will happen because of their improved productivity. Of course, if they fail to improve they should face a reprimand of some kind.
Leaders must learn to instill value in each area they supervise, on a frequent basis. Post the goals and the productivity achieved. Develop a goal for every operation you can so you have a general measurement to base performance on. Specify what duties they performed well as specifically as possible. Tie performance to work habits/behaviors to reinforce the traits you desire.
Great workers take time to develop and forcing them to accomplish too much, too quick is often a design for failure. Any movement forward is good no matter how small. The ultimate objective is to teach the workers to self-motivate or self-manage through a series of steps.
Strive for the optimal balance of control and individual freedom. Employees want to feel safe, secure, and able to grow at work. Meanwhile, the organization wants its mission carried forward each day. Both are entirely possible and necessary for ultimate success.
