The document provides insights into effective performance management, including coaching tips, selecting the right employees, training, handling criticism, motivating employees, conducting performance reviews, and the Shared Management Model.

Coaching Tips:

• Understand the employee’s perspective.
• Show confidence in their abilities.
• Be patient and clear in communication.
• Focus on one skill at a time.
• Use positive reinforcement.

Selecting the Best People:

• Have up-to-date position descriptions.
• Use situational and behavioral interview questions.
• Be aware of the costs of poor employee selection.
• Brush up on communication skills.

Effective Training:

• Link training to skill acquisition and success.
• Set realistic expectations.
• Provide opportunities to practice new skills.
• Conduct needs assessments to tailor training.
• Ensure training is seen as positive.

Accepting Criticism:

• Listen attentively and understand the criticism.
• Ask for details and find positive intent.
• Agree with aspects of the criticism where possible.
• View criticism as an opportunity to improve.

Motivation Methods:

1. The Carrot: Incentives and rewards (e.g., bonuses, time off).
2. The Whip: Threats and consequences for short-term goals.
3. The Plant: Creating a positive work environment with open communication and support.

Performance Review FAQs:

• Preparation: Anticipate employee reactions, document incidents, and decide on feedback points.
• During the Review: Focus on two or three areas for improvement to avoid overwhelming the employee.
• Follow-Up: Meet to review progress, recognize positive changes, provide additional training, and discuss consequences if needed.

The Shared Management Model:

1. Preparation (Phase I):

   • External manager sets expectations and performance standards.
   • Helps employees set goals.

2. Activation (Phase II):

   • Self-manager (employee) manages on-the-job performance.
   • Identify and remove barriers, manage activity, and recognize performance opportunities.

3. Evaluation (Phase III):

   • External manager reviews performance.
   • Provide effective feedback and identify strengths and weaknesses.

Characteristics of Effective Feedback:

• Provide feedback in private.
• Focus on relevant, job-related issues within the employee’s control.
• Avoid general statements.
• Base feedback on facts and observations.

Choosing the Right Person for the Job:

• Ensure the candidate fits the job requirements and organizational culture.

Tips for Effective Training:

• Match training to employee and organizational needs.
• Ensure training is seen as positive and relevant.
• Conduct training at optimal times for retention.

Conclusion: Effective performance management involves clear communication, proper training, constructive feedback, and a supportive environment. By following these guidelines, leaders can enhance employee performance and contribute to organizational success.

 

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