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The success of an organization is dependent on a leader who can individually support high-performing employees and teams to achieve objectives, drive competition in the market, and ensure a healthy work environment.
High-performing employees are known to have a significant effect on the profitability and success of a company (Michlitsch, 2000, pp. 28-33). I understand how to determine if an employee is high-performing within an organization, how they can help to create a positive work environment that achieves goals, and how to build teams that continue to attract and retain the right kind of talent.
Task Performance
Task Performance
Task performance includes the "behaviors that are directly involved in the transformation of organizational resources into goods or services" (Colquitt, LePine, & Wesson, 2021, p. 30).
As a leader, I successfully achieve as an individual while also empowering employees to complete tasks related to their role or function including routine tasks and adaptive tasks.
Citizenship Behavior
Citizenship Behavior
Citizenship behavior reflects "voluntary employee activities that may or may not be rewarded but that contribute to the organization" (Colquitt, LePine, & Wesson, 2021, p. 34).
As a leader, I lend a hand to co-workers even if outside of my own job responsibilities and am willing to take on additional responsibilities to ensure client success.
Analysis and Best Practices
Analysis and Best Practices
In order to create an environment where individual job performance can excel, I communicate feedback regularly and set clear expectations. As a manager of high-performing employees I reward and recognize for contributions including high task performance and exhibiting good citizenship behaviors. A company is only as good as the collective abilities of the individual performers so my ability to remove counterproductive behaviors and reinforce a healthy, positive culture points a path to success.
My job performance at my current organization consistently meets and surpasses expectations. My most recent 360 review highlighted my ability to lead effectively and set a positive example for those I directly manage. Following the advice of CIO (2018), I maintain a running list of recognitions and accomplishments throughout the year. This practice allows me to track my performance and identify areas for growth.
According to the assessments in Colquitt, LePine, & Wesson (2021), I exhibit a high level of helpfulness toward my colleagues, experience higher stress levels, view financial rewards as a strong motivator, have a relatively low openness to new experiences, and possess a high level of emotional intelligence. However, I recognize the need to improve my patience with coworkers and better manage feelings of frustration, anger, and irritation. These characteristics of a Type A personality were reflected in both my supervisor's feedback and my self-evaluation during my last 360 review.
References:
CIO. (2018, March 26). 10 tips for making your self-evaluation more meaningful [Video]. YouTube. https://youtu.be/-blNWDCjDcQ
Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2021). Organizational behavior: Improving performance and commitment in the workplace (7th ed.). McGraw-Hill.
Michlitsch, J.F. (2000). High‐performing, loyal employees: the real way to implement strategy. Strategy & Leadership, 28(6), 28-33. https://doi.org/10.1108/10878570010380020
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