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In today’s fast-paced business world, effective management and leadership are essential for organizations to thrive. Good leaders and managers understand that job performance depends on several factors. At Langevin, we call them the 7 Factors of Job Performance. These factors include standards, measurement, feedback, conditions, skills and knowledge, incentive and motivation, and capacity.
In this article, I’ll discuss each of these factors and how they impact job performance.
Standards
Another word for “standards” is expectations. Leaders are responsible for setting clear and measurable standards to ensure their employees know what to do on the job. You also need to communicate these standards effectively and ensure they are aligned with the organization’s goals and objectives.
Measurement
Once the standards are established and communicated, your next step is to evaluate the performance of your employees. I like to say, “inspect what you expect.”
Feedback
Feedback is an essential component of job performance. You need to provide timely and constructive feedback to your employees to help them improve their performance. The feedback can be formal or informal and should be specific and actionable. Share what the employee does well and areas for improvement.
Conditions
The conditions refer to the tools, materials, equipment, or time the employees need to do their jobs to standard. Good leaders and managers need to provide a safe and supportive work environment that promotes productivity and well-being.
Skills and Knowledge
This factor refers to the knowledge, abilities, and competencies required to perform a job effectively. Identify the necessary skills for each job and provide training opportunities to ensure your staff has the skills they need to succeed.
Incentive and Motivation
These are rewards that motivate employees to perform their job effectively. You’ll need to design incentive programs that align with the organization’s goals and objectives and provide meaningful rewards to employees who meet or exceed performance standards. On the flip side, there also needs to be consequences for those employees who do not meet the standards.
Capacity
This factor refers to the mental or physical capacity to do the job. Ensure employees have the necessary resources and support to perform their job to the best of their abilities. You should also monitor employee workload and make necessary adjustments to ensure employees do not become overworked or suffer from burn out.
The bottom line? Effective leadership and management are essential to job performance. Leaders need to consider all seven factors when developing strategies to improve employee performance. By focusing on these factors, you can create a high-performance culture that drives success and growth for your organization.
Which factors do you focus on most? And which ones could use more development?
For a deeper dive into managing these seven factors, join us in our workshop, Evidence-Based Management and Leadership. This workshop includes step-by-step instructions for implementing the most practical, proven procedures for managing people in any organization. Within every process are discrete steps you can take to inspire performance and dedication from your staff.
One Response to “Maximizing Employee Performance: A Guide to the 7 Key Factors of Job Success”
Clearly defined and communicated performance standards provide a framework for employee expectations and goal setting. These standards should be specific, measurable, achievable, relevant, and time-bound (SMART) to ensure clarity and alignment. Your blog is a great resource, and I’m thankful for it.