Performance Management: A Two-Way Win

Performance Management

强大的，正在进行的绩效管理文化可以显着提高员工士气，生产力，动力和组织的整体健康。

通常，绩效管理被视为指出问题或解决负面问题的车辆。

It’s also often seen as a way of managing people out of an organisation if they are perceived as not pulling their weight.

Encourage and Acknowledge

Far more useful is to use Performance Management to encourage and acknowledge, to pre-empt difficulties and to develop skills within a team.

绝对的绩效管理的关键是它是管理的每一部分管理，而不是一次同时讨论什么不起作用。

This requires you to get up and talk to your team.

设置任务和目标

经常经常，我们看到了设置任务和目标的经理，让他们的人们继续下去。

At first glance, that seems a good thing to do – a giant step away from micro-managing.

However, there’s a big difference between letting someone get on with it and checking in to see how they’re doing (checking in, by the way, not checking up!).

注意他们做得好

Alongside this, you need to develop your noticing skills: paying attention to what people are doing particularly well.

它可能是他们使他们处理困难客户的优秀电话，或写信给电子邮件或支持同事的方式。

这些“很少”的事情需要承认，以便团队成员觉得得到认可和重视。

Climate of Trust

All of this contributes to creating a climate of trust so that when difficulties do arise (and they will, inevitably) feedback isn’t meant or taken as an attack or even a criticism, but rather as a time to review what’s going on and how to make it better.

One simple thing you can do is to schedule reviews on a regular, on-going basis.

Let them become part of the fabric and rhythm of your week. They don’t have to be lengthy – a short touching base with how people are managing.

Feedback for You

It’s also a time for your people to feedback to you as well.

Managing can often feel quite isolating and it’s just as rewarding to hear good things about your performance as it is to give it.

所以让你的人们知道你不会厌恶听到他们注意到你做得很好的东西。

大多数人因为'坏'管理者而留下了大多数人留下工作的那个良好的陈词滥调往往是非常真实的。

The point here is that if you make Performance Management a two-way process, it becomes a two-way win.

If you have established a culture of support and encouragement, people will repay you with loyalty, creativity and a willingness to go above and beyond.

Jo Ellen Grzyb.
Director, Impact Factory