The purpose of performance management is to enable people to perform at their best under all conditions.
An individuals performance is never really static, there is a continuum. The purpose is to drive performance and it is the approach that will determine the effectiveness.
I have trained and coached hundreds of leaders in the art of performance management from the day to day direction, reviews, corrective actions, and terminations of their reports. My strategy is not only effective but simple when
- Establish clear expectations and gain an understanding of the employee of what is expected and what happens if expectations are not met.
- I encourage leaders to have one so the worker has the opportunity to bring forth challenges or any roadblocks.
- Address problems away. There shouldn’t be any surprises when it comes to performance than it is later and it’s much easier to correct course ancient.
- Hold individuals accountable. It is much simpler than if they haven’t if clear expectations are set.
- Documentation is everything, always follow up with the person so you’ve got a listing of what has been discussed in writing. This will make things much easier if things don’t improve.
- Follow the process when it comes to actions, don’t skip steps unless it’s warranted.
- There is not any reason to raise your voice or make a judgment about the individual’s character. Bear in mind that the purpose is to improve performance.
A situation can turn and protect you if things do not work out, when done correctly.
If you are looking for help, need advice or advice regarding performance management, creating policies, processes or training contact me. I have developed many resources over my 20 years and I am always willing to share what I have and know. Being a leader is an ongoing process and being able to work through performance issues is only one aspect of what leaders will need to do, but it is crucial to the achievement of company, the individual and the leader.