Coaching - The New Word in Management
The Old Way – Command and Control Although workplaces and management styles have come a long way in the last decade, the command and control style of management behaviour remains common practice in many companies. This management approach basically...
Connecting the lease enterprise through lease management software
Information Technology has improved the leasing process, parts
at a time. Every company has evolved some manner of maintaining
customer information. Accounting software has kept the back-end
humming. The sales force has devised methods for...
Controlling Time Management
Control is the power to manage. When we have control of our
lives and self, we have the ability to manage anything that
involves our self. Of course, no one has entire control over
anything, but we all have a degree of control over most...
Learning Time Management
"A wise man will learn everything and a stupid man will learn
nothing." Learning time management is not as difficult as many
believe. In fact, when we first start school we are in the
process of learning new strategies that help us obtain...
Positions in Time Management
What are our positions in time management? Time management is
the process of planning to reach a goal, and finding a solution
that helps us to reach that goal. This article should be
relatively short, since the words above should be more...
Ten Top Performance Management Tips
Sadly, Performance Management has got itself a bad reputation. Dreaded by those on the receiving end and considered an unproductive chore by the manager, the value and benefits have been lost. But there is another way and here are Ten Tips to help.
Talk to Your People Often
By building a great relationship with your people you will bring trust, honesty and information. This gives you a head start in Performance Management of your people.
Build Feedback In
On the job two-way feedback processes gets rid of the nasty surprises that gives Performance Management such a bad name. By building it in as a natural activity, you take the edge away.
Be Honest
By being frank and honest, which the preparation work in building a great relationship has afforded you, both parties treat each other with respect and see each other as working for everyone’s benefit.
Notice Great Performance
When you see good stuff, shout about it! Let people know. Celebrate successes and filter this into formal processes.
Have a System
Performance Management is a process and needs some formality - especially for good personnel practice and record. This need not be complicated, but it needs to be organised and have timescales.
Keep it Simple
But do keep it simple. If you have a relationship with your people that is strong anyway, you already know what they are about. Formal discussions can be friendly and simple, with formality kept to a minimum.
Be Very Positive
Celebrate
great performance! Focus on what’s going well. It's about successes and building on strengths, not spending ages on their weaknesses - that serves no-one. Go with the positives!
Achieve Their Needs
Remember that we all have needs that we want fulfilling. By working with your people to create outcomes that will do this, you will strengthen your relationships and channel effort in a constructive direction.
Tackle Discipline
Whilst it often happens, Performance Management is not about managing indiscipline. That has to be managed in a different way. By setting clear standards in your business that everyone understands and signs up to, discipline becomes much, much easier.
Learn from Mistakes
As part of regular on-the-job and informal review, mistakes will come to light; things will go wrong. By using the ‘What went well? And ‘What could you do differently?’ format, the unsatisfactory performance becomes controllable and a positive step.
Try these ten out, maybe not all together, but one at a time. Have fun! There are other benefits apart from just improving the performance of your people - can you spot them?