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.