Pygmalion Effect and why managers should be aware about it?

What is Pygmalion Effect?

The Pygmalion effect is a self-fulfilling prophecy that occurs when a manager’s expectations of an employee’s performance become a reality. In other words, if a manager believes an employee can achieve great things, they are likelier to do so. Conversely, if a manager has low expectations for an employee, their performance is likely to suffer

The Pygmalion Effect in Action

In the workplace, the Pygmalion effect can manifest in several ways. For example, if a manager believes an employee has leadership potential, they may give that employee more responsibilities and opportunities to develop their skills. This, in turn, can lead to the employee becoming a better leader.

Conversely, if a manager has low expectations for an employee, they may give that employee fewer opportunities and less challenging tasks. This can result in the employee feeling demotivated and less engaged in their work.

How to Use the Pygmalion Effect in Management

The Pygmalion effect can be a powerful tool for managers who want to improve employee performance. Here are some ways to use it effectively:

• Set high expectations

As a manager, setting high expectations for your employees is important. This doesn’t mean expecting them to be perfect, but rather expecting them to do their best and achieve their potential. When you set high expectations, you are telling your employees that you believe in them and their abilities.

• Provide opportunities for growth and development

For the Pygmalion effect to work, employees must be given opportunities to develop and grow their skills. This can include training, mentoring, and challenging assignments. When employees are given a chance to learn and grow, they are more likely to perform at a higher level.

• Provide feedback and recognition

Feedback and recognition are key components of the Pygmalion effect. When you provide constructive feedback to your employees, you are helping them to improve their performance. When you recognize their accomplishments, you are reinforcing their belief in their abilities

• Avoid bias and stereotyping

It’s important to avoid bias and stereotyping when using the Pygmalion effect. This means not making assumptions about an employee based on their gender, race, or other characteristics. Instead, focus on their abilities and potential.

Conclusion

The Pygmalion effect is a powerful tool that managers can use to improve employee performance. By setting high expectations, providing opportunities for growth and development, providing feedback and recognition, and avoiding bias and stereotyping, managers can help their employees reach their full potential.