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Performance Management

Written by Paul Vanchiere, MBA | Aug 18, 2024 6:22:26 PM

Performance Management

The "Performance Management" guide offers leadership tips for effectively managing employee performance, including coaching techniques, motivation methods, and strategies for providing constructive feedback. It emphasizes the importance of clear communication, realistic expectations, and recognizing positive changes to foster a supportive and productive work environment.

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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