Motivational Performance Part 3 – The Working Environment Affects Performance
The demands for performance at workplaces are high and performance anxiety has therefore become a part of our everyday lives. A person with high-performance anxiety will perform worse and it is therefore important for a business to raise these work environment issues with their staff.
As a leader, it is important to be responsive and see how the mood is among colleagues. It can be good to keep your eyes open for the competition culture and whether it is healthy or creates unnecessary performance requirements. Another factor to keep your eyes open is the working hours of the employees. A working culture where colleagues stay long after working hours for long periods or send work errors in their spare time are warning flags to keep track of. It does not mean that the employee has anxiety about performance but may just as well be due to too high workload or difficulty to prioritize among his / her duties. These are also factors that affect the working environment.
Coaching and feedback
Regular coaching talks with the employees give the manager a better understanding of how the individual works and what drives performance and motivation for that person. For example, it is becoming more common for consulting firms to adopt a coaching culture in which more senior colleagues coach new and/or junior colleagues into the role and corporate culture. This type of coaching creates value for both mentor and employees as it is possible to exchange valuable information and capture circumstances that create performance anxiety and that reduce motivation
Creating a feedback culture in an organization can be a long and difficult process. Not everyone is comfortable with dropping the control and receiving feedback or for that matter giving constructive feedback. If you succeed in getting your employees to understand the benefits of a feedback culture and reflect on how feedback makes them feel and perform, you will create a better working environment. The staff are seen and confirmed for their work and are motivated to continue developing.
Process and routine
For leaders, it is important to be clear about what is expected of the employees in their roles. There should also be routines in the company for how to handle a deteriorated work performance and motivation shortage. If you get indications that an employee is not performing at the level that is expected, he cannot deliver projects on time or is away from work more than usual, it should call warning bells. It is important to reconcile with the employee and quickly implement measures to reduce performance anxiety and difficulties in motivation.
What can you as an employee do when you get performance anxiety?
Start by reflecting on what requirements you set on yourself and why you have these requirements. Should you put these demands on a work colleague? What would you say to your colleague who suffers from performance anxiety?
You are usually much harder towards yourself than against others. We make every mistake or push ourselves down because we didn’t do better. But we are all human and none of us are perfect. Please have role models but do not expect you to be able to perform as well right away. It has probably taken them a long time to get to where they are today.