How do you bring out the best in people? Managers want their people to achieve excellence at work. Leaders and management alike know that they can’t achieve expected business results without the participation and engagement of individuals and teams.
Without people motivated for peak performance, companies will go out of business. Peak performance is defined as a combination of excellence, consistency and ongoing improvement.
To achieve peak performance, one must find the right job, tasks and conditions that match his or her strengths. Therefore, facilitating the right fit becomes one of a manager’s most crucial responsibilities. While every employee has the potential to deliver peak performance, it’s up to the manager to bring out the best in people.
Disengaged Or Bored?
Disengaged employees often appear to lack commitment. In reality, many of them crave engagement. No one enjoys working without passion or joy.
While many factors cause disengagement, the most prevalent is feeling overwhelmed-or, conversely, underwhelmed. Disconnection and overload pose obstacles to performance, yet they often go undetected or ignored because neither qualifies as a disciplinary issue.
Meanwhile, managers try to work around such problems, hoping for a miraculous turnaround or a spark that reignites energy and drive. They try incentives, empowerment programs or the management “fad du jour.”
While it’s impossible to create “flow” moments all day long, any manager can greatly improve on the ability to help people achieve peak performance. Traditionally managers try various motivational methods, such as incentives and rewards, but with only temporary success.
Managing Knowledge Workers
You can’t force peak performance with knowledge workers – those employees who need to think to do their jobs. The brain needs careful management and rest. Brain science tells us that knowledge workers must manage their critical thinking skills with care.
In addition to variety and stimulation, all humans require food, rest, engagement, physical exercise and challenge. It is unrealistic to expect a human being to sit at a desk for hours and produce quality work without providing these essential elements, and more.
We often forget that thinking is hard work. When we work too many hours, the brain’s supply of neurotransmitters becomes depleted, and we are unable to sustain top performance. Without proper care, the brain will underperform-and brain fatigue mimics disengagement and lack of commitment.
Peak performance also depends on how we feel: hopeful, in control, optimistic and grateful. We need to know that we’re appreciated. I’m curious: what do you do with your team to spark performance? I’d love to hear from you. I can be reached here and on LinkedIn.
