More often than not, when employees are truly engaged in their work their supervisor is a huge reason for that engagement.
And the most effective managers and supervisors excel at communicating goals with staffers – and strategically following up to see how they’re doing.
One of the best ways to do it: Implementing a “Top Quarterly Management” study. A new Gallup study found that managers who use it get more productivity out of staff. Here’s how the system works:
The 1st quarter
At this stage, managers should meet with staffers to compare their performance from that of previous years. Then new goals should be set for the rest of the year.
The 2nd quarter
By the second quarter, supervisors should be able to assess employees’ early progress and adjust goals as needed.
This stage should also include a detailed plan and strict follow-up dates and metrics to gauge workers’ progress for the final two quarters of the year.
The 3rd quarter
If the worker is right on target, the manager simply has to help him or her maintain that progress. But if the employee is well ahead of schedule, set the goal slightly higher. But if the staffer has fallen behind, supervisors will want to consider improvement measures.
The 4th quarter
Here, managers will want to meet with individuals to help with the final push toward year-end goals and reward the employees who have met or exceeded those goals accordingly.