How,Gain,Employee,Acceptance,a business, insurance How to Gain Employee Acceptance and Get Them Into a High Per

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Have you ever been involved in a performanceinitiative where employees asked "why are we doing this?" Or they wereapprehensive and you received strong push back. Or even worse, theyflat out refused to cooperate altogether? To say this is a commonoccurrence in enterprise performance management would be anunderstatement. Creating a high performing organization involvesnumerous requirements, perhaps none more important than gainingemployee acceptance.While most will agree that managingperformance is critical to the success of a business, strong resistanceis often met when it comes to an initiative which entails scrutinizingthe productivity of business units and employees. Often times, in theemployees' eyes, a performance improvement initiative is a negativereflection of their current performance. It may even come across as iftheir performance is being singled out, or that others are telling themhow to do their job. As a result, morale is diminished and theperformance initiative is halted before it ever gets off the ground.Methods for getting employees to accept new performance initiatives include:Involve employees Clarify employee objectives Strive for improvement instead of judge past performance Getting visible support from executives and senior management Challenging employees to act immediately Enabling them to monitor resultsTo get better acceptance ofthe performance initiative, as with any change initiative, it is bestto involve employees at all levels. Any new performance management orevaluation system is not likely to gain acceptance if it's used torate, rank or single out people or their services. An initiative ismuch more accepted if it's shown to lead to individual growth anddevelopment. And employees are much more likely to have buy-in if theyare offered the opportunity to participate and share their opinions andbe part of the process.Another way to improve employeeacceptance and performance is to make sure they understand corporate,team and personal objectives. Once this understanding is establishedemployees won't ask why they have to change the way they do things,because they will know what the objectives are and how they willcontribute to reaching them.The most important aspect ofimplementing a performance initiative and gaining employee acceptanceis to encourage improvement. One of the main reasons employees resistperformance management initiatives is because they are afraid they maylook bad once they are measured on specific objectives. The goal of theperformance initiative is to baseline your current service delivery andmeasure performance, and base success on improvement.One of themost overlooked, but most effective methods of gaining employeeacceptance is to demonstrate support from executives and seniormanagement. Many performance initiatives fail simply for the fact thatit doesn't appear to be a priority from executives. When employees seethese objectives being communicated from the executive office, whetherit be emails, newsletters, town hall meetings, or morality speechesthey know that their performance is being monitored outside of theirbusiness unit or the consultants who come in and manage the project.Some organizations do not perform well simply for the fact that theemployees do not believe it is very important, or is being monitored byexecutives.Another effective method for getting employees to buyinto the performance initiative and get into the mindset of peakperformance is to challenge them. This can be done by identifying anarea of improvement, providing a process that can help them do itbetter than the status quo, and getting them to commit to improving inthose areas, starting one area at a time.When it comes tomonitoring results, the most effective way to get employees to performat a high level is to make sure they know exactly what they will bemeasured against and to give them the ability to monitor theperformance in which an independent reporting team reports on. Whenemployees have access to these results and understand why and how theyare being measured, they shift their focus to achieving those metrics.If the metrics are truly aligned with the organizational objectives,then individuals within your organization will be fine tuned for peakperformance. Article Tags: Employee Acceptance, Performance Initiative, Performance Management, Gaining Employee, From Executives