3 Management Basics of Effective Performance Management

Management Basics of Effective Performance Management

Do Not Underestimate the Management Basics of Effective Performance Management
Unfortunately, too many managers struggle to follow the management basics of effective performance management.

Employee Expectations Have Shifted
To add to the challenge, old school performance management processes and performance reviews are struggling to align with today’s more fast moving organizations and employees who have different expectations.

For example, my old employer, Accenture, is replacing annual evaluations and rankings with more timely and personalized feedback for all employees.  The same can be said of companies like GE, Goldman Sachs, Microsoft, Morgan Stanley, Adobe and the GAP.

Managers and Employees Want Something Better
It is clear that both employees and managers want something better.  Our annual Best Places to Work employee engagement surveys find that less than 50 percent of employees report their managers provide relevant and valuable input, and most managers we interview find the performance review process to be a monumental waste of time.

The Five Drivers of Performance Management
But performance reviews are designed to do five important performance management tasks that are directly correlated to higher performance and greater levels of employee engagement:

  1. Monitor performance
  2. Create accountability
  3. Develop skills and careers
  4. Reward high performance
  5. Act upon substandard performance

The Five Drivers are Difficult to Accomplish without a Performance Management Process
While we can appreciate managers wanting to reduce administrative overhead and employees wanting a better way to receive feedback, we think that companies who ditch performance reviews will struggle across the five performance management areas listed above.

More specifically, we believe that managers will struggle to provide clear, timely and accurate performance feedback that they need to lead their teams to higher levels of performance and employee engagement.

Three Questions that Must Be Answered with our without Performance Reviews
Regardless of whether you use annual performance reviews or not, managers and employees must be able to measure progress, allocate resources and adjust strategies and tactics accordingly.  A first step in effective performance management is to make sure managers and employees can answer three questions related to the basics of basics of effective performance management:

  • Do your team members know what you expect of them and how their performance is measured?
  • How is excellence rewarded?
  • How are under-performers handled?

Three Management Basics of Effective Performance Management
The cartoon characters above are clearly at odds. To extract the best performance from your team there are a few basics from performance management training that must be followed:

#1.  Set Clear Performance Performance Expectations
There should be no confusion about the standards of success and failure for each and every job.  To get it right, make sure that the success metrics are relevant, consistent, fair, just possible, accurate and timely.  To get this right, have people design their metrics with you.

#2.  Ensure Transparent Performance Measures
Goals and success metrics for performance should be visible to all.  Transparent objectives and performance metrics increase awareness and accountability while allowing everyone to assess progress against important initiatives and learn from what is working and what is not working.

#3.  Establish Meaningful Rewards and Consequences Upfront
In high performance cultures, superior performance gets superior rewards; inferior performance gets consequences.  Done right, effective rewards and consequences motivate people to move toward the things (actions, behaviors, assumptions) you want and away from things you do not want.

The Bottom Line on Management Basics of Effective Performance Management
This last “basic” regarding negative consequences is perhaps the hardest for managers to follow when they have a poor performer on their team.

It is difficult for someone who wants to be “nice” to enforce consequences and to give negative feedback. But you must learn to do so if you want to keep your high performers motivated and engaged.

Be supportive and encouraging but be honest. If someone is not measuring up, they will eventually drag down the entire team. It is your responsibility to require improvement or move them on in a reasonable time period.

To learn more about the effective performance management, download 3 Must-Have Ingredients of High Performing Teams for New Managers

Comments are closed.

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More