Managing People Means Managing Work Performance

As a manager, you might be going in the right direction, but are your people with you??  Are they motivated to keep reaching goals?

The end of the calendar year for many organizations is the perfect time to reflect on accomplishments and new goals.  While this process should be dynamic (i.e. goals and priorities can change throughout the year), it is good to stop periodically to document and, better yet, discuss with employees how things are going and where to go in the future.

Effective performance management assures you are not alone and you consistently achieve your business goals. Here are a few key principles to keep you on track:

1.  Describe past performance as if you are painting a picture or taking a snapshot

  • Be specific; avoid general terms.
  • Avoid lecturing
  • Use the formula:  DID + WHAT + HOW + IMPACT
  • Example:  Developed new employee procedure manual by December 1, 2012; using simple terms with appropriate industry lanaguage; new workers are better prepared for job duties–working solo within 2 months, improved previous start time by one month.

2.  Set clear expectations

  • Use the formula:  DO + WHAT + WHEN + HOW
  • Make expectations SMART – Specific, Measurable, Attainable, Realistic/Relevant, and Time Sensitive
  • Example:  Develop new employee procedure manual by January 30, 2013, so new workers are prepared to work solo at XXX operations within 3 months of hire.

3.  Provide feedback and coach employees throughout the year

  • Schedule 1:1 meetings regularly
  • Update expectations as priorities and challenges change
  • Document performance issues and discussions when they happen
  • Provide specific praise by including the impact of good work; don’t just say “you did a great job!”  Include why it was good.

Contact Cherylann for additional ideas, new supervisor coaching and for workshops to practice goal setting and performance discussions. Call 512/517-7589.




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