Barbara Brown, PhD shows managers how to improve employee performance by linking performance to results. She publishes handbooks that contain phrases for discussing performance. Handbook topics include Linking Time Management To Results, Linking Customer Service To Results, and others. Dr. Brown also offers E-Courses and E-Consulting as well as onsite training and consulting.
Website: http://www.LinkToResults.net
Email: Barbara@LinkToResults.net Blog: http://www.LinkToResults.net/blog
Maybe for you, better cooperation means getting that one employee to stop resisting every time something changes. If that’s your situation, you probably take a few deep breaths when you need to approach him or her with a change. Or perhaps the issue is more about getting some employees to do what you need them to do willingly and continuously. In this case, you probably find yourself lamenting the fact that you have oversee everything to make sure it’s done right. Whatever the scenario, when employees don’t cooperate, performance suffers.
So how can linking cooperation to results help you motivate employees to cooperate? It can help you motivate employees because “linking” allows you to explain the value of cooperation. To accomplish this, first you need to know the kind of behaviors you want employees to exhibit when it comes to cooperation. The key is to be specific. Consider these cooperation behaviors:
1. Shares information and expertise willingly
2. Works with coworkers and managers willingly
3. Performs tasks and assignments willingly
4. Accepts changes and revisions willingly
Once you know the behaviors you want, link those behaviors to results. Remember to include results that have value for employees as well as for your organization. Again, be specific. The following results describe outcomes for individual employees, other employees, and the organization:
1. Greater cooperation could lead to more instances where coworkers have all the information they need to complete tasks
2. Greater cooperation could lead to a decreased need to have managers oversee and monitor assignments
3. Greater cooperation could lead to greater opportunities to be considered for projects that require flexibility
4. Greater cooperation could lead to fewer delays in delivering products and services to customers
If you stop to think about all the activities that happen in your organization, you could probably develop an endless list of ways to link cooperation behaviors to results. Start developing your list of customized results by thinking about the negative and positive impact of cooperation. Consider the impact on things like tasks, goals, and objectives. Look at the impact on the individual, the team, and the organization. Use these three time-oriented questions to guide your thinking:
1. What happens now when employees do (or do not) cooperate?
2. What happened in the past when employees did (or did not) cooperate?
3. What could happen in the future if employees do (or do not) cooperate?
Greater Cooperation Benefits Everyone
When you talk to employees about cooperation, you want to emphasize the benefits for everyone. If you link cooperation behaviors to results that are important to employees and to your organization, you have the model to emphasize those benefits. And benefits matter because employees are motivated by things that are important to them, not just things that are important to you. So the next time you want to motivate employees to cooperate with each other or with you, use this model. And don’t be surprise if you get greater cooperation.
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