Dr. W. Edwards Deming, a quality management mastermind, said that 85% of employee success on the job depends upon management.
So, what does an employee need to be a successful performer?
Keys to Employee Success on the Job
As you read through the list, consider which items management is expected to provide:
- Assigned responsibilities
- Shift schedules
- Clear performance expectations
- Constructive and timely feedback
- Recognition
- Decision making authority
- Policies and procedures
- Tools and equipment
- Resources
- Information
- Coaching
- Support
- Systems
- Guidance
- Accountability
- Rewards
- Training
- Fair compensation
- Benefits
- Growth and development opportunities
- A comfortable work environment
Most if not all of the items on the list are management’s responsibility. I lean heavily toward 90-95%.
The Impact of Management’s Actions
You might say there are significant items missing from the list. What about skills or motivation? Isn’t the employee responsible for those?
Well, yes and no.
The employee should have the necessary skills, but it is management who decides whether the employee is qualified for a position.
And how many employees do you know who have gone to a new job with high motivation that was soon squelched by the lack of many of the items on the list?
Some items are shared by management and employees such as information, because the employee has some responsibility to seek information.
Another example of shared responsibility could be growth and development opportunities that are provided by management, but are up to the employee to choose to take advantage of them.
However, I would argue that management had to offer both items first.
Whether you agree with my arguments, hopefully it is clear that management‘s actions or inactions can have a significant impact on an employee’s ability to perform successfully on the job.
So, if an employee is not performing successfully, the first thing we need to consider is whether management has failed the employee through omission of some of the items on the list.
What do you think? Please comment below.
If your employees are disengaged and performing below expectations because they aren’t getting what they need from their managers, please book a call to discuss management training for your team. https://laurelandassociates.com/contact/
May your learning be sweet,
Deborah
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