Ten Top Performance
Management Tips !!!
By Martin Haworth
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?
Lucy Doss
Manager - Training Coordination (Singapore)
Jobnet's Placement Consultants Directory- India & International
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