Safety P.E.R.F.O.R.M. Model Knowing how to motivate employees is one of the most important aspects of a safety manager’s job. The Template of Your Goals PERFORM model. It stands for: • P - Potential - foster a positive attitude towards developing potential in your people • E - Expertise - abilities, experience and attitudes needed to perform a job • R - Results - for individuals, for their teams, and for their organisations • F - Focus - on worthwhile, challenging, personal goals that relate to wider objectives • O - Opportunities - to achieve, advance and grow • R - Resources - needed in order to support people and to help them perform • M - Motivation - making work interesting and challenging Simply Put Teams are formed because they can achieve far more than their individual members can on their own, and while being part of a high-performing team can be fun, it can take patience and professionalism to get to that stage. Effective team leaders can accelerate that process and reduce the difficulties that team members experience by understanding what they need to do as their team moves through the stages from forming to storming, norming and, finally, performing Potential • Learning how to motivate employees begins with helping people to reach their potential. If we are to find ways to raise performance up to the next level, then we need to find ways to convert potential into performance. “Employees Appraisal: Realizing Potential” is the first article in our series for a good reason. Motivating employees to perform must begin with helping them to realize their potential. Expertise • “Employee Performance Review: Making Expertise Count” is the second article in our series and stresses the importance of putting someone’s expertise to work, where it can contribute the most. By expertise we mean the skills, knowledge and behaviour that people must possesses, or need to possess, in order to do their job. Results • Seeing the Results”. Here we ask: how do you realize the benefits of the training and support you’ve provided to improve someone’s performance? If performance is about contribution, then support must be linked to results. There needs to be clarity about what results you want to achieve, and an assessment of what results are actually achieved Focus • Performance needs focus. It’s one thing to do something well, but it’s equally important to ensure it’s the right things that are done well. Individual performances, whilst possibly being good in themselves, can be counter-productive if they don’t contribute to the wider goals of the team and organization. Controlling this requires good planning and good management. We give some tips on how to do both in: “Performance Management Plan: Be Focused”. Opportunities • Without opportunities, a performance management plan will only ever be just just that: a plan. Knowing how to motivate employees is not enough. That knowledge must be combined with a willingness to give people opportunities to perform. Resources • Performanced based management is about more than ambition, words or ideas. To encourage employees to perform you need to support them with the right resources. These resources must then be allocated and managed in order to ensure they are most effectively used. Having provided opportunities for people to perform, next it’s crucial to understand the importance of resourcing performance based management Motivation • Knowing how to motivate employees is a complex business and there are numerous pages on this site designed to help. Employee Motivation Techniques has been especially written to relate to the PERFORM model Do we want to get there from here? The Energy to Perform • Of course, just knowing how to motivate employees is not enough. Motivation is important but it’s not effective without energy. Whilst motivation is considered to be the intent or desire to act, energy can be defined as the capacity to perform work. Situational Leadership deals with the relationship between follower’s developmental level & leadership behavior(directive/supportive) based on the task/situation As a team leader, your aim is to help your team reach and sustain high performance as soon as possible.