Most employees and managers would agree that Performance Management is one of the activities they most dislike about work. Why is that? It’s probably several reasons, most of which are either system or manager related. There isn’t much most of us can do about ‘the system’ so this discussion will focus on the manager’s impact on performance management. Following a few simple principles can change the dynamic of performance management and make the process much less painful for all involved. The vast majority of employees want to do a good job and will work hard to make a positive contribution to the organization’s success. So, the first and most important principle of performance management is to be clear about expectations. Whenever there is gap between desired and actual performance, the first place to start is making sure that expectations are clear. Also make sure to continually reinforce and recommunicate expectations throughout the year during regular discussions with every direct report. Those regular discussions should happen frequently and should be open discussions about what is going well, what needs to improve and asking the employee what support they need to accomplish the team’s goals. The best, most effective leaders don’t hesitate to engage in regular discussions with their employees to let them know what they’re doing well and what they need to do to improve. There should be no surprises for the manager and, more importantly, for the employee when it comes to the end of year performance rating. If the employee is surprised by anything in the final performance rating, the manager has failed to perform the most important duty they have to an acceptable level.
Be Clear About Expectations
