Ten Top Performance Management Tips*
Sadly, Performance Management has got itself a bad reputation.
Dreaded by those on the receiving end and considered an
unproductive chore by the manager, the value and benefits have
been lost. But there is another way and here are Ten Tips to
help.
1. Talk to Your People Often
By building a great relationship with your people you will bring
trust, honesty and information. This gives you a head start in
Performance Management of your people.
2. Build Feedback In
On the job two-way feedback processes gets rid of the nasty
surprises that gives Performance Management such a bad name. By
building it in as a natural activity, you take the edge away.
3. Be Honest
By being frank and honest, which the preparation work in
building a great relationship has afforded you, both parties
treat each other with respect and see each other as working for
everyone's benefit.
4. Notice Great Performance
When you see good stuff, shout about it! Let people know.
Celebrate successes and filter this into formal processes.
5. Have a System
Performance Management is a process and needs some formality -
especially for good personnel practice and record. This need not
be complicated, but it needs to be organised and have timescales.
6. Keep it Simple
But do keep it simple. If you have a relationship with your
people that is strong anyway, you already know what they are
about. Formal discussions can be friendly and simple, with
formality kept to a minimum.
7. Be Very Positive
Celebrate great performance! Focus on what's going well. It's
about successes and building on strengths, not spending ages on
their weaknesses - that serves no-one. Go with the positives!
8. Achieve Their Needs
Remember that we all have needs that we want fulfilling. By
working with your people to create outcomes that will do this,
you will strengthen your relationships and channel effort in a
constructive direction.
9. Tackle Discipline
Whilst it often happens, Performance Management is not about
managing indiscipline. That has to be managed in a different
way. By setting clear standards in your business that everyone
understands and signs up to, discipline becomes much, much
easier.
10. Learn from Mistakes
As part of regular on-the-job and informal review, mistakes will
come to light; things will go wrong. By using the 'What went
well? And 'What could you do differently?' format, the
unsatisfactory performance becomes controllable and a positive
step.
Try these ten out, maybe not all together, but one at a time.
Have fun! There are other benefits apart from just improving the
performance of your people - can you spot them?