Your employees want to perform well. They want to be productive. Yes, they really do, despite the fact that it sometimes (often?) may not seem that way.
Or at least employees want to do well when they actually know what they’re supposed to be doing! Too often, managers assume that workers should know what they’re supposed to do, how to do it, how often, and by when (and you know what the informal definition of “assume” is). All this because the employees were told once or twice. Or it’s in the job description. Or worse–in the employee manual (updated every decade or so).
That’s mistreatment of a potentially great employee! Instead, take the time to set agreed-upon goals and expectations. Not just your goals, your expectations, but those you sat down with your employee and together, figured out the hows, whys, whats and wherefores thereof. Fancy talk for if you don’t spend the time to make sure you and your employee are on the same page with what is needed, it won’t happen.
Similarly, don’t leave your employees in the dark as to what are the standards set to earn a bonus or other reward. An employee may think he or she has done stellar work, and fully (and rightfully) expects some sort of recognition, only to find out that whatever-it-was had to be completed during the first quarter of the year to qualify for a bonus. Aargh! Major disappointment, unhappy employee–their performance tanks, no big surprise.
Clarify goals and standards. Discuss these with your employees. Write down whatever you’ve agreed on. Both your company and your employees will benefit tremendously.