Value Adding Performance Management

It doesn’t matter how well-designed a performance management system is, unless it is effectively applied it will add little to no value. What matters most is the approach people leaders take every day to get the best from each person on their team. 

Effective performance management requires three essential elements in order to have any real impact on the standard of contribution people make and the business results ultimately achieved:

Clarity

Ensuring your team understands what is expected and accepted, important, and a priority, and how they are performing relative to expectations.

Coaching

Providing feedback, advice, and guidance to influence approaches and enable results. Commitment to the ongoing development of the character traits and capabilities needed to achieve immediate and longer-term objectives.

Accountability

Delegating responsibilities and empowering people to do their jobs. Appraising contributions against agreed standards. Applying consequences – rewarding and recognizing successes as well as taking remedial action to address underachievement or poor behavior.

As I share in my second book The People Managers Toolkit “for performance management to have any real impact on achieving your vision and objectives, every member of the team has a role to play. Shared accountability is crucial, with success resting with managers and staff alike”. 

Non-Negotiable Roles and Responsibilities of Leaders

1. Make performance management matter; follow through and hold people accountable  
2. Demonstrate commitment and lead by example  
3. Communicate vision, goals, priorities and strategies that can be cascaded down through the organisation  
4. Invest in the development of leaders and their ability to manage performance well  

The ‘to-do list’ for managers includes:  

1. Encourage and inspire people to strive for success  
2. Communicate clear performance standards and expectations, linking them to the big picture  
3. Manage performance fairly, consistently and accurately  
4. Be courageous — take action, initiate difficult conversations and apply consequences  
5. Be well informed of the individual’s progress through observation and obtaining feedback  
6. Provide and openly discuss feedback about how people are doing and how they can improve  
7. Listen to the staff member’s views and openly discuss them  
8. Be open to both positive and negative feedback from the staff member  
9. Be sensitive and empathetic to the challenges people face  
10. Recognise and reward a job well done, both informally and formally  
11. Proactively develop the capabilities of individuals and the team 
12. Appropriately maintain confidentiality