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:
- The Carrot: Incentives and rewards (e.g., bonuses, time off).
- The Whip: Threats and consequences for short-term goals.
- 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:
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Preparation (Phase I):
- External manager sets expectations and performance standards.
- Helps employees set goals.
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Activation (Phase II):
- Self-manager (employee) manages on-the-job performance.
- Identify and remove barriers, manage activity, and recognize performance opportunities.
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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.