Managing performance Getting the best from yourself and your colleagues
Here's some food for thought with the findings of a CIPD 2007 study into British employess and their attitudes.
- 33% of employees considered they rarely or never got feedback.
- 40% of employees felt their work didn't matter or was of little importance.
The Saratoga Institute also carried out a study into this kind of disenfranchisement and found that:
- 89% of employers believed that people resign because of money.
- The figure that actually resigned over money was only 12%.
A high standard of performance is not something that can be left to a yearly review.
Frequent, ongoing feedback is essential.
There is competitive advantage gained by this new prominence of feedback too: the younger generation understand how social networking and fast communication can solve problems. They expect to receive (daily) performance feedback.
Let's look at your line manager Is your line manager a champ or a chump?
Think of a scale of 1 – 10, where 1 is 'hopeless' or 'not at all' and 10 is 'outstanding' or 'always'.
What scores would you give to the following statements?
Note down your answers to the following:
- My line manager gives me a personal 'one to one' feedback session on my current performance, regularly.
- I find it easy to talk to my line manager about current work issues.
- I feel I have been given clear, structured goals to achieve by my line manager and helped toward their achievement.
- I feel I have had the opportunity to discuss how I can develop in my role with my line manager.
- I feel I have received recognition from my line manager both as an individual and as a member of the team.
- My line manager has delegated specific tasks to me which carry responsibility and clearly show they have recognised my skills in a specific area of work.
- My line manager follows up my training with specific tasks and projects relevant to the training I've received.
How did you get on? Is your line manager a champ or a chump?
If you are a line manager that is responsible for managing others' performance, do the quiz again and this time, score yourself on how you think your team would score you.
Performance Management is an art as much as a science, and is a vital ingredient in getting the best from your team and maintaining that performance.
To view an example of Performance Management course content, please download and view the following document.
Let's take this further.
Learn more about Performance Management that can help you, your team and your business achieve your goals.