Currently browsing "Performance Management"
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Drive Performance Improvement with Better Clarity of Expectations
When you think of performance management, chances are good you picture an annual sit-down between a manager and an employee. They discuss what the employee did wrong in the past year, what they might have done right, and what the company expects of them moving forward. It’s a pretty negative situation overall, which is one […]
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People Management Simplified: Tips to Create a More Successful Operation
Performance management would be better termed “people management”. That’s because you’re not managing performance in a purely mechanical sense. These aren’t machines we’re talking about that provide a simple output based on a known input. Human beings don’t work that way. We’re messy. We’re complex. We’re convoluted. People management is what you’re really doing, and […]
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Strengths-Based Management and Its Impact on Employee Performance
Managing employee performance was once seen as a relatively punitive process. If employees met expectations, they were rewarded. If they were just toeing the line, they got a pat on the back. If they didn’t meet expectations, they were written up and given a warning that they needed to shape up or ship out. That […]
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How to Create the Best Place to Work: Performance Management and Architecting the Environment
When you think of performance management, you likely imagine annual performance reviews. Of course, you might be more forward-thinking, in which case you think about sit-down, one-on-one meetings held every quarter. However, do you think about the workplace environment? Do you think about the role of enjoyment in employee performance? Probably not, but you should. […]
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Reimagining SMART Goal-Setting for Performance Management
Managing employee performance has never been easy. That’s clear from the fact that so many companies are abandoning the outmoded annual performance review model. Instead, they are moving to a more direct performance management model that allows them to provide actionable, relevant, timely feedback so that employees can make course corrections in real-time. With that […]
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Understanding the Performance Development Process
Performance management has taken some hard knocks in recent years. Many companies have eliminated mainstays like annual performance evaluations. In fact, there is a shift away from performance “management” and toward performance “development”. The change in nomenclature underscores a change in perception and understanding in management and in terms of employee expectations. Not sure what […]
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Why Your Current Performance Management Is Not Working
Performance management is supposed to help you develop your team. It’s intended to pinpoint areas of improvement and help you provide the feedback necessary so that employees can grow and develop. So, why is that your process isn’t working? You’re not alone. Performance management fails pretty often, sadly. What is supposed to be a means […]
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What Is Project Performance Management?
Performance management has been part of business management for a very long time. Of course, it has evolved considerably from what it once was. Today, it’s almost unrecognizable. It has also developed several offshoots, such as project performance management (PPM) that offer additional benefits and capabilities. Unsure what project performance management is or what it […]
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How to Make Time for the Performance Management Process
Performance management is vital for all organizations. It doesn’t matter what your industry is or what niche you occupy. If you cannot manage your employees’ performance, you will struggle. Of course, the real challenge here isn’t so much understanding the importance of performance management. It’s finding the time to do it. This is particularly true […]
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Performance Management: How to Set Realistic Goals and Objectives
Motivating employees is the point of performance management. With improved motivation, employees perform better and your organization moves closer reaching its objectives. However, it’s not enough to tell your employees that they need to do better. They need more than just criticism. They need support, and it’s your job to deliver that through realistic goals […]