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Managing Performance
In times of economic hardship companies are often forced to reappraise their direction or strategy in order to identify ways or means to make cuts and savings. At the same time, Managers are put under pressure to get the best from their teams. At times like these Performance Management is an invaluable and often under-estimated tool. In short, Performance Management can help fulfil two key aims:
- Ensure staff members roles and goals are aligned with the requirements and needs of the business.
- Create a framework to ensure staff are well-motivated, well-trained and well-equipped to perform to the best of their ability.
It is important to have a clear business strategy, but it is amazing how often staff are unaware of a company's aims; or worse, have no idea how they contribute towards those aims or goals. Performance Management is vital in order to ensure that every member of staff knows what their role is and what is required of them.
When belts are being tightened it may be tempting to cut back on staff training and development. It is worth remembering that your staff are the only unique resource you have and their performance is probably the biggest single factor determining your company's success.
With these points in mind it is easy to see why a successful Performance Management program is so vital. Is your company making the most of Performance Management? Have a look at the table below to see if you have the necessary components in place to make it work.
| Individual Need |
Manager Action |
| What is expected of me? |
Agree attainable, measurable objectives based on Corporate/Departmental objectives and their link to each individual. |
| Keep me informed of my progress and acknowledge my performance |
On-going feedback and review. Regularly discuss performance, and motivate by rewarding out-performers and tackling under-performance. |
| Give me guidance when needed |
Coach/mentor/train as appropriate |
Previous blogs have dealt with Training and Development and Performance Management and Discipline in more detail. Take a look at these to get more ideas on optimising your Performance Management and training regimes.
T.I.P. (To Improve Performance)
- Performance management is not an annual event, it's ongoing.
- Consider Team reviews and challenge the team to accept responsibility to improve as a collective group.
- Give people space to perform and take responsibility by agreeing authority levels.
Remember: If you train and develop people and they leave, you have improved a person. If you don't train and develop people they may stagnate in your department or company. Your staff's performance is directly linked to your reputation as a Manager.
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