1. Explain what will follow
According to an article at the Harvard Business Review website, employees need to be made aware of the consequences of their attitude and behaviour in human terms. One IT manager achieved this by forcing his software engineers to do a session in customer care, accepting calls from dissatisfied customers who were using their software.
2. Be specific
Mediocre performance often results from plans which were too vague to begin with. Use specific numbers and target areas rather than well-worn clichés about aspirations and general well-being.
3. Introduce self-regulation
Paradoxical though it may seem, excessive supervision from above may prove less effective than a system of peer accountability. Managers should first establish a sound framework so that everyone understands what is required, but then allow team members some freedom to deal with issues themselves as and when they arise.
4. Offer a clear voice
Sometimes you will have to react in moments of adversity. This may involve explaining poor results or decisions from above, as well as confronting notorious underperformers. Procrastination in these situations will make a poor impression on your staff; in contrast, decisiveness and consistency will improve your standing.
Following the above guidelines can change positively the working atmosphere in a group. This in turn will lead to a better overall performance.
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