If your goal is superior, high performance employees who are focused on contribution and continuous improvement (and I sincerely hope it is), you need to manage people within a performance management and development framework. When you implement each of the components recommended, you'll ensure the development of the superior workforce, the high performance employees, you seek.
This is one of my most important articles ever on my recommended total framework for your relationship with your employees. It takes into consideration the fact that no one component of your employee relationship will help you help employees become high performance employees and contribute successfully in your organization.
The total package means a lot in developing high performance employees. Employees need goals and to understand the big picture; your delegation must provide a decision making framework. Without enough information, employees are making decisions in a vacuum; decisions made with limited overall understanding or the lack of appropriate information, are often wrong decisions.
It's hard to board a ship and have a successful voyage when you don't know where it's going. (Can you tell that I spent some time last evening researching Alaskan cruises via small ships? Today, water metaphors pervade my thoughts.)
Developing High Performance Employees
These are the 7 critical areas that you must focus on to develop high performance employees.
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