How Expectations Affect Performance (Empowerment in Management)

How Expectations Affect Performance [Pygmalion Effect]

The performance of employees in an organization depends largely on the expectations set for them. It also reflects on the effectiveness of leadership in the organization. The manager plays a key role in setting the subordinate’s expectations and helping achieve their goals. If the manager’s expectations are high, performance and productivity automatically go up. This phenomenon is called the ‘Pygmalion Effect’. The reverse, called the ‘Golem Effect’, is also possible. If expectations are low, then there is a drop in performance.

The effect derives its name from Pygmalion, a Greek sculptor, whose love for a sculpture he fashioned was so intense that it came to life. George Bernard Shaw, the popular playwright, used the legend as the foundation for his most popular play, also named ‘Pygmalion’ that was later adapted to the screen as ‘My Fair Lady’.

Both the Greek legend and the play are based on the same premise, how a person feels or is treated directly affects their behavior. In an organizational context, this means a manager’s expectations directly influence the performance of subordinates.

Shaping behavior and performance

Everyone has had his or her experience of the Pygmalion effect. As a child, a teacher’s expectations shaped the way you learned certain things. A teacher with a positive expectation from a child inherently passes on the positivity to the child. The child then modifies its behavior to fulfill that expectation. This is what behavioral experts call ‘self-fulfilling prophecies’.

Numerous studies have been conducted to test the viability of these self-fulfilling prophecies, concluding with positive outcomes. The effectiveness of this behavioral process is also found in organizations where it is used to shape employee performance.

As simple as it may sound, the Pygmalion effect is difficult to achieve. No matter how hard they try to mask their disappointment due to low performance, managers unintentionally communicate it. Even the belief that their subordinates will not meet expectations will be subconsciously communicated, leading to an inferior performance.

To ensure maximum productivity and extract an employee’s potential, it is vital to set expectations in their first year with the organization. Matching them with excellent leaders and supervisors allows them to set and meet the superior’s expectations as well as their own.

A lesson in productivity

Most managers are unaware that their behavior affects employee performance. They may inadvertently treat their subordinates in a way that modifies their need to achieve high expectations. Thus, it is important for managers and organizational leaders to set high expectations for their employees in order to expect positive outcomes.

Excellent managers are those who not only help themselves but also help their subordinates grow. They can do this by setting high yet realistic expectations. These managers have confidence in their ability to hone the talent of their subordinates, which leads to a high functioning team.

A study of the Pygmalion effect in organizational structures provides the following insights.

• The performance and growth of an employee depend on the expectations and treatment of his or her manager(s).
• An effective and able manager possesses the ability to set high expectations.
• Ineffective managers have the opposite effect, leading to lower performance.
• Subordinates adhere to these expectations and perform to live up to them.

Recommendations for managers

By now, you must have understood the role of the manager in enforcing a positive performance behavior in subordinates. Apart from performance, the manager also influences the overall outlook of the employee towards their role in the organization and their career progression. Managers must make sure employees are encouraged to believe in themselves and perform better, ensuring their own personal growth and the growth of the organization.

Here are a few recommendations for managers to get the best out of their people.

Understand the Pygmalion effect

 In order to enforce something, you should first be aware of it. Similarly, when managers understand the Pygmalion effect and its consequences on productivity, they will more than likely follow it. This creates an environment of high performance.

Strike while the iron is hot

 A new employee is more likely to set high expectations if they are working under an outstanding manager. Making this transition for seasoned employees is difficult. Most of the time, new hires are assigned to managers who themselves were new a few years ago. Experienced managers know how to handle situations and apply their expertise effectively. Thus, subordinates can emulate the same when they are working and set high expectations for themselves.

Keep favoritism at bay

 The most common complaint of a poor performer is that the manager shows undue favoritism towards a particular employee or group. The reason why managers do this can vary from personal preference to professional need. What they do not realize is they are alienating a part of the workforce by dismissing them. This, in turn, deteriorates performance further. Managers must ensure their subordinates are not neglected and encourage them to give their best at all times. Treat everyone equally and reward performance well done.

Set an example

 Most subordinates aspire to one day become leaders themselves. The primary source of their encouragement comes from their manager. They will emulate a manager who embodies ethical values and pushes subordinates to do well. Slowly, they too will start exhibiting behavior fitting a manager and perform to reach that goal.

Create opportunities

 One way managers can ensure high performance is by challenging their subordinates. When subordinates take up difficult projects their learning and problem-solving skills become polished. Succeeding in these projects, they are ready to welcome more challenges.

Provide positive feedback

 When the manager provides an encouraging feedback, employees start believing in themselves. They are filled with a positive outlook about their job and their value in the organization. Rather than stating what the employee is doing wrong, managers must emphasize their positive contribution and provide solutions for improvement.

Final thoughts

Nowadays, organizations understand the value of people and their impact on growth. By creating a positive environment, they hope to improve productivity and ensure a balanced work life. That’s why it’s imperative to match people to the right manager. Motivating an employee to meet managerial and self-expectations go a long way in the overall development of an organization.

By Ugur Özcan

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