How often do we evaluate an employee whether he/she is performing their best or have yet reached their full potential? Most employees either give up or are subject to burn out even before they reach their peak, making them dissatisfied and costing the firm its bottom lines.
There are a few characteristics that peak performers in insurance operations tend to possess and it is the responsibility of the management to encourage and hone their hidden talents by setting a good company culture. The traits can be categorized as:
Most peak performers are responsible for their success and failures. The manager however must deal the latter critically as it is bound to dramatically influence the company perspective of the employee. Negligence on the other hand should be unacceptable.
All employees wish to feel good at their job, this also boosts their performance at work. Employees who are confident of their abilities perform at a higher level than those who feel unqualified for the job. A manager should encourage employees, maintaining a healthy balance by praising them for performance par excellence as well as constructive criticism. This will not only make the employees feel confident and comfortable but also engender creativity and dedication to perform.
Accomplishing peak performance over a long term without motivation is almost impossible. Both personal and professional motivations are crucial to perform well and foster career growth. An effective manager can help utilize both types of motivation to get the most out of the employees.
Working on core skills is essential to drive performance at work. Effective managers need to focus on business process improvisation to free up employees to buy time for practicing critical work activities. Another way to improve employee skill set is process standardization that helps to alleviate time commitment spent on performing routine tasks. In short, the selective use of outsourcing operations frees up employees to focus on their core competencies.
Peak performers are those who always look out for accomplishing their goals. Managers should encourage employees to propose solutions. This practice helps improve efficiency in insurance operations and provides value to the employee. In addition, employees who bring effective solutions should be rewarded for their efforts.
It is the task of an effective manager to identify and recognize the fact that each employee requires a different type of assistance. Some employees may need direct support while others toil to work out their problems if superiors do not acknowledge it. In case of the latter temporary reduction in workload may be effective.
It is often observed that among the most efficient insurance operations manager, if not all the above at least quite a few of the above-mentioned traits are necessarily innate. Nonetheless, the rest can be developed in the workforce through a thorough management strategy, which can assist in enhancing the performance of the employees.