Performance Management
Whatever format it takes, the management of individual and team performance is an essential part of the relationship between a manager or team leader and their reports. There are important benefits for everyone involved and it therefore should be prioritised - even if it feels there is no time, no need, or that circumstances or personalities don't make it easy.
Unfortunately for many managers or team leaders, the issue of performance management is only directly and strategically addressed on an annual basis at performance reviews and appraisals, or when a particular performance issue is causing a real problem. Whilst understandable, this approach is not usually particularly effective - individuals are all too often often left unsure of what's expected of them between annual reviews, they are not properly held to account, and their motivation and productivity is left to decline.
Individuals wishing to improve their ability to manage the performance of others are often interested in finding ways to:
- Improve performance without resorting to using their positional power or authority
- Create and maintain a culture of continuous improvement, striving for excellence and constructive feedback
- Maintain trusting, productive relationships - even with those they need to 'pull-up' or criticise
- Inspire and facilitate real improvements rather than just being heard
- Develop a consistent and fair, yet flexible style of performance management that suits the diversity of needs and personalities within their team
- Develop useful techniques and strategies to motivate and influence those who are not easy to communicate/work with
- Ensure that performance review meetings are more than just 'box-ticking' exercises - and transform them into productive and highly valued interactions with their team members
It is easy to see why managing poor performance is a responsibility that most managers find at best unpleasant, and at worst, extremely daunting. Unfortunately, this often means that poor performance within the team is not actually managed. Instead it is left to get slowly worse, in the hope that either it will somehow improve on its own, or that the person will eventually decide to leave of their own accord. Allowing poor performance to continue is not only bad news for person themselves, it also affects the credibility of the manager, the overall performance of the team, and the organisation as a whole.
"It is an immutable law in business that words are words, explanations are explanations, promises are promises, but only performance is reality." Harold S. Geneen - Author and Businessman
How to spot effective performance management
Is the manager:
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Constantly observing their team - are they looking for issues that give clues about the current and potential performance of their team - not just in terms of outputs, but more importantly, in the process of performance?
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Developing and supporting a culture/expectation of performance management - do they ensure that the team expects, experiences and appreciates performance management that is within the context of on-going review and support, and is genuinely for the benefit of all parties?
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Focusing on success - do they approach the process with the view that their team are already successful, recognising that each individual has talents, and seeking to develop and utilise them further?
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Utilising a range of tools and approaches - do they have a 'toolkit' of different formats for managing the performance of their team - ranging from informal discussions, coaching and training to formal supervision and review meetings?
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Committed to a partnership approach - do they involve their team as much as possible in the measurement, evaluation and management of their own performance?
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Able to deal with disagreements and conflict - do they use effective problem solving techniques to find constructive, win-win solutions?
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Using the power of their position sensitively and appropriately - do they rarely use their role or their status as the primary tool of influence?
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Balanced - do they focus on both positive and negative aspects of their team's performance, giving praise and encouragement where it is due, as well as identifying areas for improvement?
Performance Management Training from H2
Our performance management training is designed to empower our delegates to become more effective performance managers by developing a range of skills and equipping them with a number of effective tools for bringing the best out in their team. We aim to strike a balance between presenting essential background information, and facilitating participative exercises and discussions that are both challenging and motivating, and that enable useful learning to take place that can be directly applied back in the workplace.
We can deliver performance management skills training virtually, or at a venue of your choice, for any number of participants.
Ready-to-Go Courses: Over the past 24 years, we've worked hard to devise and develop a range of courses that suit the broad needs of our customers. Ready-to-Go course titles relating to the topic of effective meetings include:
- Effective Performance Management
- Managing Poor Performance
- Management and Supervision Skills
- Coaching Skills
- Influencing Skills
- Emotional Intelligence
- Assertiveness
- Conflict Management
Bespoke Courses: If you have something more specific in mind, we can design and deliver a tailored course for you. Following a short pre-course consultation, we'll put together a course programme that reflects your specified priorities, and that includes exercises based on real-life case studies/scenarios.
One-to-One Training: We also offer performance management training for those who may benefit from the undivided attention of our trainer. These one-to-one sessions are entirely focused on the specific needs/interests of the delegate, and are extremely well received for achieving lasting learning and observable improvements.
No-obligation Quote
Please CONTACT US today - just give us a brief outline of what you're looking to achieve, the number of participants and the proposed location, and we'll get back to you shortly.