“You don’t need a sophisticated appraisal
system to ensure people can perform to their maximum potential – just applying
some basic principles and putting in place some good-practice activities will
go a long way to helping your staff team to give of their best.” says Sarah
Armstrong, partner with The Infinite Group.
“There are 4 key building blocks to
managing and developing individual performance:
1.
Setting performance
expectations
Managers have a responsibility to ensure
their team members are absolutely clear what is expected of them – in terms of
both what they need to do and how they need to do it. Businesses often focus on the “what” but pay
less attention to key factors regarding behaviours, skills and attitude that
can make the difference between a good performer and someone who excels in
their job.
Important enablers here include up to date
Job Descriptions, clear performance standards and documented, measurable
objectives.
2.
Enabling and developing
performance
This is where a skilled and proactive
manager who can support their team member to achieve their full performance
potential can really make a difference. Whilst
ensuring staff receive appropriate training and development is important, the
impact of further support through coaching and mentoring – whether from the
manager or from other work colleagues, should not be overlooked – and it
doesn’t have to be costly.
3.
Monitoring progress and
reviewing fulfillment [of the expectations]
Regular reviews, where manager and staff
member have a chance to discuss how well the performance expectations are being
met and supported, are essential. You
don’t need to use complex appraisal forms but you should make sure the key
points of the conversation and, most importantly, any agreed actions are
captured. Being able to give (and
receive!) feedback skillfully is an important aspect of the performance review
process – and of course this can happen both ways. A review discussion also provides the
opportunity to revisit objectives to ensure they are still current, realistic and
stretching.
4.
Managing consequences
Recognising and rewarding good performance
can come in many guises: Whilst some
businesses have a direct link between performance and pay, it is often the
simpler acts such as a “thank you” or a public acknowledgment which are easy to
forget. And of course when things are
not going so well it is important to have internal procedures in place that can
provide a formal framework for getting performance back on track. Finally, a sound performance management
approach can also provide vital information to support other business enabling
activities such as talent management and succession planning.”
If you would like to know more about how to
build a high performing staff team in your business please contact one of our
Infinite Group Partners through our website www.the-infinite-group.com.
No comments:
Post a Comment