Managing performance is all about execution…..

Not that type of execution…..actually getting things done……….that kind of execution! 

In order to continue to grow your business you need to have the right people, with the right skills and the right attitude in the right jobs.  It’s also true that your businesses performance is a direct result of how your staff act and behave.   We also know that in a labour market beginning to show the signs of returning to ‘full employment’, companies must work harder to attract and retain the best people.  So more that ever you must have a system of performance management that supports getting things done.  A system of feedback that is frequent, specific and simple.  And it should contain these four key elements.   

1. People need to know exactly what they are supposed to do.
2. People need to know ‘why’ and how they contribute
3. People need to know what behaviour gives the best results for all
4. People need to know how they are going.

Why?  Because you want to get a lot more out of your team – not just hours, but results.   A team who chooses to ‘give a damn’, will go that little bit extra, to perform to the highest standards, will think creatively about their work and be interested in seeing the company become successful: so they in turn can be successful.   Firstly who does what needs to be clearly spelled out: goals and objectives of each position, tasks, key performance indicators and a sense of how the role contributes to the overall company goals.    It should also be crystal clear as to what is required in terms of behaviour and the values and principles you want demonstrated every day for your customers.

Productivity comes from a will do attitude and a can do set of skills: you must lead and manage both.  There is no room for uncertainty or politics when you establish a formal feedback system for yourself and your people.

Your goal is to create a team where people feel and understand that the coaching and training improves their performance, their marketability and their security. Leadership that goes beyond simple ‘carrot and stick’ management increases staff self-confidence and their ‘care factor’. Your staff will be less likely to quit suddenly, slack off when you leave the site or participate in a ‘bash-the-boss’ culture behind your back.   

Regular Feedback

If you wait until the end of the year to give your employees some feedback it’s already too late.  You have missed the opportunities throughout the year to reward and correct behaviour at the most important time: right then and there.  Spontaneous feedback is about actively seeking out people doing the right things and correcting immediately when something is awry.  Our counsel is to break down your business plans into 90 day goals and bite sized action plans.  We think you should use the same 90 day time frame to formally give and get some feedback from your people on how things went this past quarter and set up the next quarter’s expectations. 

Here are a few ideas about discussion points. 

1.      Has this quarter been good/bad/satisfactory or otherwise for you?  Why?
2.      What do you consider to be your most significant achievement of this past quarter?
3.      What were the biggest challenges you or your group faced?
4.      What elements of your position do you find most challenging?
5.     What do you consider to be your most important initiatives in the coming year quarter?
6.      What action(s) need to be taken to improve your performance? 

June 30 is coming up fast and the end of the financial year, for many, signals the need to have the “Annual Review”.  If you have had regular feedback sessions throughout the year, the review should come as no surprise to anyone.  And instead of relying on memory and debating over results months ago: the session can be tuned to developing the individual, building competencies and having a frank discussion about improving, taking on new responsibilities and challenges.     

The key to successful performance management system is open, honest, frank, regular and clear communication between you and your employee.   It does require a system but one that is simple.   It’s all about execution: getting things done. 

If you find your team is missing deadlines, not focused, failing to meet targets then you have a problem and it might be how you are managing their performance.  Our advice, get some help and develop a system tailored for your business so that you tap into your people, grow their capabilities, grow your business.