Tuesday, June 4, 2013

New Prescription Drug Increases Employee Productivity by as Much as 25%!!

Sorry, but there is no new prescription drug. That was just a sensational, misleading headline to get your attention. However, there really is a clinically proven, safe, and effective way (with no harmful side effects) to increase employee productivity by as much as 25%.
It’s called “manager-led development”. And it’s not new at all.

In a 2003 study conducting by the Learning and Development Roundtable (now the CEB Learning and Development Council), it was found that managers who are very effective at employee development can outperform their peers by up to 25%.

Still not impressed?

Well then, maybe a fancy chart and numbers will get your attention:

Here are some additional compelling findings:

1. When managers effectively develop their employees, the improvements in employee attitudes and behaviors alone are substantial. The most effective managers can improve their employee’s attitudes and behaviors (e.g., their intent to stay with their organization) by as much as 40%!

2. Three out of every four managers recognize the value of employee development and spend up to an hour and a half each day in a wide range of activates meant to develop their employees.

3. However….of the activities that managers could perform to develop their employees, only a handful have a substantial impact on employee performance. The most powerful of these activities can boost employee performance by nearly 20%.

So – which manager-led employee development activities will give you the biggest bang for your buck? The following chart tells the story:

Here’s the good news: managers can successfully develop their employees without investing significantly more time in additional responsibilities. The development activities that matter most (e.g., explaining performance standards, assigning work) are things that really should be a part of every managers job.

Here’s another interesting fact: the developmental activities that managers probably think have the greatest impact (giving advice, teaching new skills) – and where they may spend the most time – are the ones that have the least impact on performance. “Telling” sure isn’t coaching, and it isn’t very effective either.

Again, sorry for the bait and switch, but hopefully the information provided here is almost as good as a magic employee performance improvement pill.

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