Compliance or Commitment?

Compliance or Commitment?
WHAT ARE YOU FOSTERING?

Performance

In a recent workshop on employee performance management, a manager said, "Why won't my employees just do their jobs? If they would just listen to me and do what I tell them, we'd all be in good shape." His adamant assertion caused many in the group to gasp. Others looked quizzically upon the manager, likely wondering what kind of hell it must be to work for this guy.

As our discussion progressed, the rest of the group agreed that forcing an employee to "do it my way" is the least effective approach to engaging employees. In fact, the group came up with the wise conclusion that a manager's goal should be to gain commitment rather than compliance from employees. This distinction is significant.

Gaining compliance may work in the short-run but gaining commitment produces longer-term results. How your employees behave indicates the kind of performance you are fostering.

As a manager you have the power to evoke compliance, which means the employee does what you ask them to do. They'll do what you tell them to do, they'll stay between the lines, and they'll follow the rules. And you will get what you ask for, for awhile.

Alternatively, you can choose to create a culture of commitment, where employees' contributions are valued and new ideas are encouraged. In work environments driven by commitment, employees are not afraid to try new things.

While full commitment is sometimes difficult to achieve given the uncertainties in the workplace today, we can certainly do better than compliance.

Take 10: Quick & Easy Training for Managers
COMPLIMENTARY RESOURCE

Thanks to my friends at CRG emPerform for producing this brief online training clip about turning supervisors into performance managers. In just 10 minutes you and your team will learn practical tools you can apply immediately. Best of all, it's free!

Take 10: How to Turn Supervisors into Performance Managers

CRG emPerform is a web-based all-inclusive performance and talent management software solution. There you can also access more free webinar downloads related to Painless Performance Evaluations.

Final Footnotes
NEWS & EVENTS FROM MARNIE

Marnie Green I continue to ponder the question:

Why do we often avoid the conversations that are likely to have the greatest impact on employee performance?

As a leader you have the opportunity every day to impact the performance and the lives of others. Whether you lead the conversation or avoid it entirely, you WILL have an impact. Rather than avoiding, why not speak up? It's never as awful as you imagine and it might just change a life.

If you need help in mustering the courage to lead those conversations or if you know others in your organization who need to do so, check out our popular workshop, Engaging Employees through Painless Performance Conversations: Practical Tips for Boosting Morale and Employee Performance. It is the tool leaders need to build commitment.

I'm committed to continue providing you with the most practical, timely tools for becoming a confident leader. Please contact me if I can be of any assistance.