From charterworks: How daily progress at work improves wellbeing and performance
Teresa M. Amabile and Steven J. Kramer on how supporting daily progress in meaningful work is key to management, from 2011:
“Through exhaustive analysis of diaries kept by knowledge workers, we discovered the progress principle: Of all the things that can boost emotions, motivation, and perceptions during a workday, the single most important is making progress in meaningful work. And the more frequently people experience that sense of progress, the more likely they are to be creatively productive in the long run.
“During their first year on the job, many new managers fail to recognize, much less address, their team-building responsibilities. Instead, they conceive of their people-management role as building the most effective relationships they can with each individual subordinate, erroneously equating the management of their team with managing the individuals on the team. They attend primarily to individual performance and pay little or no attention to team culture and performance….
“There may be absolutely no difference in quality between the candidate who scored first out of 50 people and the candidate who scored eighth. The big takeaway here is that ‘sacrifice’ may actually involve giving up very little. If we look at people within a band of potential and choose the diverse candidate over the top scorer, we haven’t sacrificed quality at all—statistically speaking—even if people’s intuitions lead them to conclude otherwise.
“Don’t assume that your employees will immediately have access to all the information that you have that supports the benefits of sharing these challenges and needs. Put your marketing hat on and promote psychological safety by sharing your conviction that increased transparency is happening and is helping the team design new arrangements that serve both individual needs and organizational goals.
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