Job performance problems are typically the result of either low self-confidence or low self-esteem (or a combination of both). Self-confidence is determined by a worker’s competence, or how well the person knows how to do his or her job, which includes a combination of knowledge, skills, and experience. Self-esteem, on the other hand, determines a worker’s happiness and thus affects his or her motivation. In other words, the better we feel about our work-selves, the more motivated we are to excel.
The typical management responses to low performance are to set tight objectives, offer words of encouragement, or to develop “performance improvement plans,” all of which can have variable success over the long haul. The limitations of these standard reactions to poor performance are that they do nothing to address the underlying causes of low professional self-confidence or self-esteem. A good leader, on the other hand, will be able to see the signs or symptoms of either low self-confidence or low self-esteem, quickly diagnose the problem, and then set the process in motion to correct the deficiencies. This system is what will get your team on the right path toward higher performance!
“This sounds easy enough, so how do I get started?” You’re right, this really is a simple process, and as a business leader you can get started on developing a high performing team in no time. In my next couple of posts I will share the secrets to: recognizing the signs of low professional self-confidence and self-esteem, addressing these issues with your team, and taking action steps that will really work!
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