Golem Effect vs. Pygmalion Effect
Came across these two effects today, on dealing with someone whose performance is not up to expectations.
Managers who contribute to the Golem effect believe that certain employees lack the skills, potential or willingness to succeed. This leads to a change in leadership style, where managers may:
- Set more explicit targets and deadlines
- Assign more routine tasks
- Monitor employees on a regular basis
- Emphasize operational concerns instead of strategic ones Whether explicitly communicated or not (often these beliefs aren’t), managers make it clear to their subordinates that their trust in them is limited. When faced with this reality, employees do, in fact, become less motivated and less likely to achieve, thus completing a self-fulfilling prophecy.
Upon reflection, I realise that I have done this myself. Instead I should do the opposite - understand their motivations, set high expectations and clear outcomes, and help them achieve it in their own way.