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. Organizational culture 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.
Five 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 five common performance management mistakes:
If someone is not meeting performance or behavioral expectations, they should be put on a 90-day performance improvement plan and provided with the resources necessary to improve. Then, if after receiving the proper help, they are unable to lift their performance, they should be compassionately let go in a way that aligns with your cultural values.
Performance management should be a continuous process, not an event.
Do not be afraid to set clear behavior expectations that align with your goals and workplace culture.
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,
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 — all key ingredients of an effective performance management 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
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