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Suggest You - Performance Management - Getting The Most Out of Your Employees
The U.S. Census Bureau’s recently released “Statistical Abstract of the United States” reveals interesting statistical trends about a variety of aspects of life in this country, including where spending stands for out-of-home advertising in comparison to other popular media like newspapers and broadcast television (Section 27 Accommodations, Food Services and Other Services, Table 1261).Part of the abstract is a table from powerhouse ad agency Universal McCann New York that shows spending growth of nearly 20 percent for out-of-home adve
- what needs to be achieved throughout the year
- what data or inform
If you as a small business owner have a web site and need to deal on a regular basis with a web hosting provider, web development company or a web site design vendor, you may have experienced less than stellar customer service. During the last week, I have engaged in 5 very long detailed conversations about the poor customer service being delivered by web developers and web site hosting companies. All of these conversations shared exactly the same complaints and what’s even more interesting in the exact same order.Complaint #1: Poor co
In it’s simplest form, performance management is a common sense set of discussions that make sure people are clear about what they need to do, have the support to do it and get open and honest feedback on their performance.
Any performance management process should answer 4 important questions for your employees:
· Direction: What do I need to do and how well?
· Feedback: How am I doing?
· Rewards: What happens when I do well?
· Support/Development: What happens when I need/want help?
Lets look more closely at each of these:
Direction
Employees are not mind readers. Just because it is clear to the manager exactly what is expected, doesn’t mean the employee has the same understanding. Having a detailed discussion about exactly what the job requires and any specific priorities is the first step in good performance management. Key points to cover include:
- what needs to be achieved throughout the year
- what data or informa
Expatriates and foreign nationals who relocate to the United States to live and work often have mixed perceptions about this young nation. Those feelings are probably best described by the late Irish poet and playwright, Oscar Wilde, who referred to America as “a land of unmatched vitality and vulgarity.”While most Americans rarely think of their country as “foreign,” the fact is that non-Americans who relocate to the United States to do business and “do lunch” are often surprised to find they experience a severe case of “corporate cult
Any performance management process should answer 4 important questions for your employees:
· Direction: What do I need to do and how well?
· Feedback: How am I doing?
· Rewards: What happens when I do well?
· Support/Development: What happens when I need/want help?
Lets look more closely at each of these:
Direction
Employees are not mind readers. Just because it is clear to the manager exactly what is expected, doesn’t mean the employee has the same understanding. Having a detailed discussion about exactly what the job requires and any specific priorities is the first step in good performance management. Key points to cover include:
- what needs to be achieved throughout the year
- what data or inform
Regardless of your English as a Foreign Language teaching area, with competition mounting it’s becoming increasingly difficult to stand out and get yourself and your teaching practices noticed. One crucial, but often neglected area that you can address immediately is your image as an EFL or TESOL teaching professional. Here are some key ways you can help raise yourself head and shoulders above the rest of the teaching pack and increase your chances of development, professional and personal success.1. Dress for SuccessIncredibly,
· Feedback: How am I doing?
· Rewards: What happens when I do well?
· Support/Development: What happens when I need/want help?
Lets look more closely at each of these:
Direction
Employees are not mind readers. Just because it is clear to the manager exactly what is expected, doesn’t mean the employee has the same understanding. Having a detailed discussion about exactly what the job requires and any specific priorities is the first step in good performance management. Key points to cover include:
- what needs to be achieved throughout the year
- what data or inform
Sometimes there is just no way to foresee that you will lose your job. You MAY be able to anticipate it if you recognize the warning signs – if the writing is on the wall it’s too late you missed the warning signs. For the most part there will be warning signals that all is not right within the company, but it’s not always obvious when your company is already in a downward spiral. In fact, the bigger the company, the harder it is to see the signs.Here are a few must do items:• Pay attention to what financial experts are saying. I
Employees are not mind readers. Just because it is clear to the manager exactly what is expected, doesn’t mean the employee has the same understanding. Having a detailed discussion about exactly what the job requires and any specific priorities is the first step in good performance management. Key points to cover include:
- what needs to be achieved throughout the year
- what data or inform
Most of us think of business cards as just a written reminder of someone’s contact details. They can become more than this with a little imagination. Think of these cards as being a useful means of advertising your business. They are relatively inexpensive to print and light to carry around with you.Think about what you can print on the backs of the cards which are normally left blank. This space can be used to advertise your business whatever it is. Think about starting off with a small map of the area where your premises are situ
- what needs to be achieved throughout the year
- what data or information (evidence) will be used to measure performance
- the key actions needed to achieve the desired outcomes
Both parties should have a written record of this discussion either in the form of a job description or a set of specific objectives for the next 6 or 12 months. Written documentation leaves little room for misunderstandings or confusion between manager and employee about the expectations of the job.
Feedback
Observing the performance of your employees and providing feedback about it should be a routine part of the performance management process. Feedback is most effective in making a difference in work performance when the employee has confidence in the basis of that feedback. And you as the manager will be more confident if your feedback is based on information that you can support.
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