Build The Performance Management System
We need to remember that manage is a verb. Once an organization has set its strategic objectives, there are seven major steps that a manager needs to follow to ensure success:
Even with all the systems and policies in place, if #7 doesn't happen, the individual employee and the team will not deliver optimal performance. What gets in the way of a manager providing feedback? "Tell Them: Loretta’s Booger Theory of Performance Management" will explain. [Now available through Amazon.] Here's a preview:
Imagine this. You arrive at work at 8am. You say good morning to at least four employees you walk past in the hallway. Two colleagues stop by your desk to talk about this or that. At 8:30am you have a one-on-one meeting with your boss. Then at 9:30am you meet with three colleagues to work on a project. After the meeting, and a few cups of coffee, you step into the bathroom. Washing your hands you check yourself in the mirror and what do you notice? You have a booger right there in your nose.
What’s the first thought that pops into your mind? “Oh my! I wonder how long that’s been there.” Or, “Why didn’t anyone tell me?” You might even wonder why no one cared enough to tell you the truth and save you the embarrassment.
Why didn’t anyone tell you? Loretta’s Booger Theory suggests that the individual – you, me – feels too awkward to tell you. So, we don't say anything. And, what do boogers have to do with Performance Management? Think about managing performance as boogers; it has three key areas in common:
But, Supervisors cannot avoid the conversation; they have a responsibility to address performance issues. And that responsibility is not just to the individual employee, but also to the team and to the organization at large. No one employee should be allowed to weaken a team or a business function.
If you are avoiding the conversation, or have a Supervisor who is, Performance Management Services can coach you through the conversation – and all through the Performance Management Process.
Call us: 518-265-2959
We need to remember that manage is a verb. Once an organization has set its strategic objectives, there are seven major steps that a manager needs to follow to ensure success:
- Determine your team's contribution to the organization's objectives
- Align team members' work and approach to the organization's goals and deliverables
- Provide clear performance expectations
- Provide the information and materials the team and individual members need
- Remove obstacles to success
- Actively lead (model behavior) and manage
- Provide ongoing feedback on performance.
Even with all the systems and policies in place, if #7 doesn't happen, the individual employee and the team will not deliver optimal performance. What gets in the way of a manager providing feedback? "Tell Them: Loretta’s Booger Theory of Performance Management" will explain. [Now available through Amazon.] Here's a preview:
Imagine this. You arrive at work at 8am. You say good morning to at least four employees you walk past in the hallway. Two colleagues stop by your desk to talk about this or that. At 8:30am you have a one-on-one meeting with your boss. Then at 9:30am you meet with three colleagues to work on a project. After the meeting, and a few cups of coffee, you step into the bathroom. Washing your hands you check yourself in the mirror and what do you notice? You have a booger right there in your nose.
What’s the first thought that pops into your mind? “Oh my! I wonder how long that’s been there.” Or, “Why didn’t anyone tell me?” You might even wonder why no one cared enough to tell you the truth and save you the embarrassment.
Why didn’t anyone tell you? Loretta’s Booger Theory suggests that the individual – you, me – feels too awkward to tell you. So, we don't say anything. And, what do boogers have to do with Performance Management? Think about managing performance as boogers; it has three key areas in common:
- Most of us walk around with boogers from time-to-time - i.e., our performance is not perfect all the time
- It would be great if someone pointed out our booger so we could remove it - i.e., our Supervisor should tell us straight out that there is a performance issue, not in a month or at the annual evaluation, but when it happens, so we can modify our performance and fix the issue
- Most people feel awkward telling someone s/he has a booger - i.e., Supervisors are people too; they are you and me. Often we are too uncomfortable having that direct conversation with an employee (or a colleague). Instead, we either avoid the conversation altogether or we skirt around the topic. We rub our nose; we hint, and hope the employee will get the message.
But, Supervisors cannot avoid the conversation; they have a responsibility to address performance issues. And that responsibility is not just to the individual employee, but also to the team and to the organization at large. No one employee should be allowed to weaken a team or a business function.
If you are avoiding the conversation, or have a Supervisor who is, Performance Management Services can coach you through the conversation – and all through the Performance Management Process.
Call us: 518-265-2959