Performance Management
It’s the start of a new year and most of us have new goals at work. In this time of economic insecurity the best thing we can do to protect jobs is to make sure we are working toward achieving the organizational strategic objectives. As leaders we have an obligation to inform and coach our employees so that they know what is expected of them to perform successfully. Therefore, it is very important that you communicate the strategic objectives of your organization and tie all the goals possible to achieving those objectives.
I just returned from a meeting on performance management with a group of consultants who are in the performance improvement business. Wayne Nelsen, of Keyne Insight, coined the term “strexecution” to describe the point at which performance management goes from planning to execution. So often this part is missing. Great strategic plans are made, but then the everyday workings of an organization go along without any alignment to those plans. Keyne Insight has developed an online product called KeyneLink that directly ties goals to strategic objectives and facilitates communication between manager and direct reports so that regular feedback ensures accomplishment.
I have found so often that people think performance management is synonymous with performance appraisal, but this is far from the truth. Performance management is the act of setting expectations for performance, giving regular feedback to remove obstacles and provide resources, and review outcomes of performance. This must happen more than once per year to be effective. Good performance management is 4-6 times per year. The communication is far more important to successful performance than any form.
I am passionate about the importance of good performance management. Contact me if you want more information on making your performance management better.
Vicki,
1This is great advice. In fact it’s so good that if every manager took this advice, we leadership consultants would have fewer opportunities for business. If I ever have to find another career, I hope it’s because managers everywhere followed your advice.
Jean Kelley
Jean Kelley Leadership
Vicki,
You are right on target! It seems that too many companies confuse what they are calling performance management (appraisals) with execution management. They tend to be pretty good at creating plans but don’t really have a structure to manage individual performance toward the achievement the organization’s goals and initiatives.
2