Managing Performance

In a recent poll conducted by Chrysalis Talent Development, the second biggest challenge facing people leaders/managers came out as managing performance, at 26%.

The importance of effective performance management cannot be underestimated. If each employee achieves their individual goals, it stands to reason that the company will perform accordingly - the overall desired outcome for any business. If this can be achieved through empowering, motivating and developing employees, you create an engaged workforce too. This is the key to success.

In recent years, the tide has been turning on the most effective performance management approach. The traditional annual appraisal is generally seen as outdated due to its rigidity and tendency to cause anxiety, as feedback gets saved up and shared in one go. This high stakes review often determines pay, underscoring its importance. Progressive organisations are shifting towards continuous performance management - a more fluid approach involving regular, informal conversations between managers and employees. Goals are near-term and agile, adapting as business needs change. Feedback is given in the moment across the organisation.

Most managers, however, are not in a position to influence their organisation’s performance management approach. So, what can you do to effectively manage your team’s performance?

Goals

Start with ensuring your team understand the organisational strategy, departmental goals, and your own goals. They need to see the connection between these levels – often referred to as the golden thread. People perform best when they understand why they are doing what they are doing.

Empower your team to write their goals in their own words, fostering a sense of accountability rather than feeling directed. Review, edit as needed, and approve these goals – that’s the value you add as the leader.

Aim for near-term goals achievable within six months, focusing on what the team must achieve right now rather than the long-term strategy. The place for that is within the departmental goals.

It’s an oldie, but a goodie – remember SMART. Ensure goals are specific, measurable, achievable, relevant, and time-bound, for complete clarity between you and the individual on expectations. This ensures no surprises later on and supports any formal performance process if needed.

Feedback

Provide feedback, whether positive or constructive, in the moment or as soon after as possible. Ensure it is specific, states the impact it had, and provides clarity on how to improve (if constructive). Check for understanding to ensure your intended message was received appropriately.

Giving constructive feedback is something many managers try to avoid, usually because they are incredibly uncomfortable or perhaps even scared to do so. Our top tips for ensuring this lands in the right way are:

• Prepare your message carefully; considering language, the specifics of what you will say, and anticipating reception.
• Choose an appropriate time and location. Sharing feedback in a team meeting, or open-plan office is never a good idea.
• Ask the individual if you can give them feedback, giving the recipient power in a potentially vulnerable moment. If they say ‘no’, simply ask when a better time would be.
• Share the specific, timely feedback with the impact and suggestions for improvement.
• Invite questions and have an open conversation.
• Thank them for listening and encourage them to share feedback with you as well.

Conversations

Maintain regular check-ins on goal progress, even if your company’s process is for less frequent formal reviews. Regular check-ins, whether weekly, bi-weekly, or monthly, enable your team to proactively share progress, and seek help, support or training as required. This avoids a need to reactively “check-up” on them.

Poor Performance

If an individual isn’t making the required progress against their goals, consult your company’s policy on managing poor performance and seek support from your HR team to effectively manage the situation in a timely manner.

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Applying these techniques won’t make managing performance easy, but it will make the job easier for you and importantly more engaging for your team.

To enquire about further support available to you and your leaders on managing performance, please contact Verity Stainsby FCIPD at Chrysalis Talent Development.