Can managers’ expectations of their employees influence work outcomes? Absolutely. Dubbed the “Golem” and “Pygmalion” effects, these complementary psychological phenomena describe what happens when superiors communicate their feelings about their subordinates’ abilities to achieve. The Golem Effect The Golem effect describes the process where superiors (such as teachers or managers) anticipate low performance from a subordinate, causing the very behavior they predict. 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 The Golem effect's negative consequences are substantial. It may cause: Lack of employee self-trust and self-confidence Lack of employee trust in peers and superiors Disregarded ideas Discouraging responsibility Lower productivitye Increased chances of employees behaving opportunistically e Lack of encouragement of innovative problem solving At worst, employees who fall victim to the Golem effect may choose to leave their positions or companies, ending a problematic and unsustainable situation. The Pygmalion Effect If the Golem effect lowers employee performance, the Pygmalion effect does just the opposite. In the Pygmalion effect, a superior's raised expectations of subordinates actually improve performance, explains the Journal of Business and Management. In the Pygmalion effect, managers tend to offer subordinates more trust, freedom and responsibility. They tend to work more closely with employees to look for solutions to problems, instead of simply telling them how things should be done. The positive effects for such a hands-off approach include: Increased productivity Better levels of employee commitment and motivation Increased proactiveness Increased integration with company strategies and goals Better employee self-confidence More innovation