Watch Out For Two Important Effects !!

Pygmalion and Golem EffectMany factors contribute to the level of an employee’s performance including your company culture, the employee’s life experiences, education, family support and relationships with co-workers. However, positive supervision is one of the key factors that keep good employees on the job.

Your expectations of people and their expectations of themselves are the key factors in how well people perform at work. These effects are the Golem and Pygmalion effects.

The Golem effect is a psychological phenomenon in which lower expectations placed upon individuals either by supervisors or the individual themselves lead to poorer performance by the individual. This effect is mostly seen and studied in educational and organizational environments. It is a form of self-fulfilling prophecy.

The Pygmalion effect is the phenomenon in which the greater the expectation placed upon people, often children or students and employees, the better they perform. The Pygmalion effect enables staff to excel in response to the message that they are capable of success and expected to succeed. The Pygmalion effect can also undermine staff performance when the subtle communication from the manager tells them the opposite.

If you genuinely establish and believe in the Pygmalion team performance will improve and positively affect performance. The mind is a powerful tool and whether you think you are going to fail or think you are going to succeed; your mind wills it so.

Here are 5 things that you can easily do to improve your team’s performance:

1. Establish a positive climate. This is the key to raising expectations. Show confidence in tone of voice, non-verbal cues such as eye contact and actions. Everything you do should reinforce the concept that – “I believe in you!”
2. Provide some freedom. Empower your team by providing them with training, exposure and expression. They should have the opportunity to learn new skills and time to practice those skills. Their successes should be publicized and celebrated through the organization.
3. Offer more challenging assignments. Provide opportunities for the team members to experience increasingly challenging assignments and make sure they succeed at each level before moving forward.
4. Positive feedback and communication. Hold frequent, positive verbal interactions with the team and communicate consistently your firm belief in their ability to perform the job with the feedback as positive and developmental as possible.
5. Messages must be consistent. Make sure the employee is receiving consistent messages from other supervisory personnel. How you speak to others about employees powerfully moulds their opinions.

Please “Like” and share your comments. Additional training resources are located here.

FREE Digital Course PreviewsChange Management  PRIDE System of Customer Service  Interviewing Skills  Performance Management  ROAR Model of Process Improvement   Time Management


James E. McClain is the author of Successful Career Development: A Game Plan, the book upon which some of our training programs are based. He has over 30 years' experience as a corporate HR executive, small business owner with ongoing experience in career development and as a college instructor. His educational background includes a B.S. and Masters degrees Education and Certification in Financial Planning. Our promise is that "you can pay more for training but you can not buy better training." The mission is to deliver the most effective and cost effective training and development programs.

Tagged with: , ,
Posted in Communication Skills, Leadership, Performance Management, Selling Skills

Leave a Reply

Please log in using one of these methods to post your comment: Logo

You are commenting using your account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

Enter your email address to follow this blog and receive notifications of new posts by email.

Join 141 other followers

%d bloggers like this: