Managing Performance: How?

How should you really manage performance?

Putting structure into it helps but does it promote positive performance? 

Providing tools to support in managing and monitoring performance is a good reinforcement but is it a pro-active approach? Or is it more of a reactive or preventive approach in declining performance?

Managing performance of an employee has always been subjective depending on all sort of reasons with respect to the persons’ background, situation, even lifestyle. But regardless of the elements, beyond the reinforcements and tools, the core of it all is INTUITION (e.g. instincts). Time is not identified, phases are not defined. The ability to use intuition in identifying indicators of the individual is more effective, essential, and empathic regardless of the structure you have in place in an organization. 

It’s a sad fact that the treatment of Performance Management has always been a linear approach; step-by-step, cycles and processes, cause and effect methodology. It’s sad, not in a way that is ineffective, but sad that there are better, more ways of really addressing the issue in a win-win scenario. This is not in any way implying that structures are ineffective but results usually becomes erratic and basically more work has to be done; and phases to go through. Instead, what we’re trying to raise awareness that if intuition is used/practiced on a daily basis, it would have addressed premature concerns and not let it evolve into a major issue which the usual next steps is to refer to those structures and tools in place. An opportunity to do corrective measures at the early stage is missed.

More than a mere manager but an EFFECTIVE MANAGER should use all his competencies and proficiencies when it comes to mastering soft skills, beyond than the technicalities of his functioning role. To be effective managers, you need to take care not only the output of your function but also the output and psyche of your team/people. 

To take Performance Management to the next level, it does take intuition to incorporate the “need to care” attitude towards your “human” resources. The ability to know your people/team and be able to customized your approaches really does matter. 

In the long run, performers need less supervision, caring attitude lessens attrition, clear direction promotes individual goals, promotes empowerment and accountability, future challenges would be dealt with a renewed sense of spirit, and generally this promotes a positive workplace environment which has a ripple effect towards co-workers and the rest of the organization.

If you feel that this is something that you will require on a short-term or long-term for the betterment of your management and organization, please feel free to contact us and we welcome the opportunity to discuss this further with you.

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