We All Have Made Performance Management Mistakes
From being too tough to not tough enough, performance management mistakes happen. Because performance management is at the heart of a high performance culture, performance management mistakes can be costly.
What is a High Performance Culture?
We define organizational culture as how things truly get done in an organization. It can be measured by understanding the way people think, behave and work. A high performance culture is an environment that is getting the most from its people in both the short- and long term. We believe that people change when their environment changes.
We also believe it is a leader’s job to create the circumstances to consistently get the most out of their people in a way that is consistent with the organization’s core values, behaviors and strategies.
The Definition of Performance Management
We define performance management as the processes and practices by which you provide your employees with information regarding their performance status. Strong performance management practices help to set clear performance expectations, let people know where they stand in terms of performance, provide positive feedback for desired behaviors and provide negative feedback for undesired behaviors.
Four of the Most Common Performance Management Mistakes to Avoid
As a leader, your ability to effectively manage individual and team performance is critical to driving organizational success. To succeed, avoid these four common performance management mistakes:
1. Treating Performance as a One-time Event
The number one performance management mistake is treating the performance management process as a one-time instead of ongoing process to let employees know where they stand and develop their careers. The performance review should be only a small component of an overall performance management program. Performance management should be a continuous process, not an event.
2. Being Afraid of Behavior Change
It is very difficult to change organizational performance without changing individual performance and individual behavior. People change as their environmental circumstances change. Only when managers understand and apply the core principles of high performance environments and behavioral science will they unlock the full potential of their direct reports.
Do not be afraid to set clear behavior expectations that align with your goals and workplace culture.
3. Having Unclear Performance Standards
It is difficult, frustrating, and counterproductive to appraise performance against ambiguous, unfair, inconsistent, misunderstood, changing, impossible, or immeasurable performance standards. Strategic clarity accounts for 31% of the difference between high and low performing teams. Ensure your team understands and believes in where they are headed,
4. Placing Blame Instead of Improving Performance
Performance management is about clarity, accountability, rewards, recognition, and improvement – not about fault-finding. People make mistakes. Your job as a leader is to help your direct reports learn from mistakes while having an accurate picture of their performance against a clear standard as you support them to continuously learn, improve and excel.
The Bottom Line
Clear, fair and relevant performance expectations let individuals, teams and functions know where they stand, set the stage for performance coaching and inform professional development. Three key ingredients of an effective performance mangement process.
To learn more about performance management mistakes and high performance culture best practices, download, The Top 5 Warning Signs Your Performance Environment is in Trouble
Why Employees Change Their Mind
3 Signs of Good and Bad Strategies
In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.
Firmware Engineering Supervisor
I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.
Director, Team Development
“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”
VP Human Resources
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.
Director of Human Resources
LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.
Director, Software Engineering, EPG
I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.
Director, Business Planning & Analysis
In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.
We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.
Vice President, Human Resources
I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.
Chief People Officer
LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.
Learning & Development
What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.
Director of HR
Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.
Senior Manager, HR Destiny Sales Region
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.
The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.
Vice President, Information Technology
We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.
Director of Human Resources
Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.
Want to know how you stack up against leading organizations? Receive a complimentary benchmarking analysis courtesy of an LSA Expert.
Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.
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.
Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.
Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.