-- Plans and goals: Employees perform better when they know what is expected of them and of their team, department, and business because they understand the larger context of their responsibilities, which imparts greater meaning to their work.
-- Regular reviews: Checking in regularly to offer evaluations of employee performance (and correct course if necessary) keeps everyone on the same page and prevents unpleasant surprises at annual review time.
-- Educational opportunities: In order to continue growing and improving, employees must have opportunities to expand their skill sets.
-- Rewards: Demonstrating that positive performances are rewarded (and that negative ones are not) motivates workers.
-- Employee engagement at all levels: Consulting employees about plans, goals, and growth opportunities empowers them and keeps them engaged in their role and the larger company culture.
About Paul van Essche
In his work coaching senior-level business executives in leadership and decision making, Paul van Essche offers strategies for managing individual performance as well as big-picture change. Van Essche has worked with the United Nations and currently leads his own business consulting firm. Check out his Web site: www.vanessche.com.