How to Create a Performance Driven Culture for Your Company
Performance driven cultures have always been the key to success for companies. When organizations make it a point to focus on employee performance, there is an air of motivation in the office that usually results in great numbers. Creating a performance driven culture is not always an easy task, and often takes a lot of trial and error before finding out what works for your office. Here are a few pointers you can try to create the ideal performance driven culture for your company.
Making sure metrics are available and visible to all employees is standard in any performance driven culture. Providing updates to employees on how many sales or leads have been generated lets everyone know how much closer the team is to achieving their goal. If employees realize they’re a bit behind schedule on producing numbers, they can reevaluate their performance and put forth the effort needed to bring the company to success. Conversely, if metrics show that the team is on track to having a great reporting period, it shows that whatever employees are doing is working and that they should continue the trend.
Be sure to note that visible metrics are only useful in cultivating performance driven cultures if the metrics are clearly defined and communicated to all employees. For example, it is important to make sure employees understand the company’s goal and their position in relation to that goal.
Recognition for top performers within a company is just one of various incentives you can use to drive performance culture. When management gives special attention to anyone in the office, it becomes an honor and even an opportunity for career advancement in the future. No one wants their hard work to go unnoticed, so why not turn the spotlight on to some of your best performing employees?
Introducing a little healthy competition in the workplace makes the office more exciting and fun. When employees see their colleagues placed high on a pedestal because of their performance it makes them want to work harder, especially if they are close enough to steal the #1 spot. Recognizing strong contributors to a company’s success not only motivates others to want to be part of the winner’s circle, but also makes those employees feel valued and appreciated – sentiments that will likely encourage their hard working behavior.
Providing real-time feedback to employees on their performance and the company’s progress is a great way to inspire better performance. Without the lag in communication, employees know the moment a milestone is achieved or alternatively, the moment when things start to look sour.
Real time feedback gives employees the opportunity to adjust their performance quickly, if necessary. Similar to providing recognition, when great results are being reported in real time, employees have confirmation that whatever they’re doing works and should be implemented throughout the entire office. However, if poor results are being reported, employees receive real time alerts and can quickly change course in strategy to avoid further damage. Real time feedback can also save companies a lot of time and money by eliminating lackluster performance.
It’s hard to find anyone in the office who would mind a mid-day office party or lunch on the house. While it may not seem like it, celebrating excellent performance is pretty vital when it comes to performance driven culture. Rewarding employees for hitting targets or for exceptional sales records is a great way to send the message that hard work really does pay off. An easy way to use celebrations as a key motivator is to announce some kind of incentive for the end of each quarter or reporting period. If employees achieve that goal, you can offer things like a company lunch, outing, or office party. The end result would be increased productivity, higher employee morale, and a great opportunity to enjoy some team bonding after a stressful production period.
About the Author
Kathleen Cancio is a freelance blogger who has worked in PPC Marketing and Public Policy Research. She was most recently a Search Marketing Analyst at CommonMind, LLC, one of Clutch’s top PPC Agencies for 2015. She has a wide range of interests including painting, traveling and hiking.