The cartoon illustrates a classic new manager situation – a lack of communication between a boss and employee.
The worker assumes he should miss the putt in order to make his boss look good. The boss plans to evaluate the employee in a positive way only if he makes the putt. As a new manager, don’t let this kind of performance confusion block your employees from performing at their peak.
Creating a high performance environment to get the most out of your employees is perhaps your most critical challenge as a new manager. Individual performance improvement leads to improved team performance. And improved team performance is your new goal as a new manager.
The dreaded annual performance review is no longer in vogue…and with good reason. A once yearly check-in on an employee’s job performance is not very effective. When you have to think back on 12 or even 6 months of a worker’s job execution, you risk omitting important coaching points…both positive and negative. An issue may have arisen, remain unresolved and continue to impede your employee’s full engagement in the job. Or an opportunity for learning on-the-job will have been missed. Either way you lose your influence as a manager over improving a team member’s performance in a timely fashion.
This is not to say that there should not be some formalized process for reviewing employees on the quality of their work. You need some sort of rating system that can let people know where they stand, help guide merit pay increases and promotions, and create targeted development plans. It is important to have a structure in place that holds managers accountable for engaging and developing their employees. But we maintain that both the employee and the manager benefit from ongoing, less structured, more frequent performance conversations in addition to the more formal performance discussion.
Our local school district experimented recently with eliminating number grades in favor of general comments on student behavior, effort and progress and they issued these report cards only twice during the academic year. You’d have thought that teachers would be relieved not to have to assign specific grades, that students would be relieved of the performance pressure to get high grades, and that parents would be less concerned about where their student fit in the class as long as they were learning, behaving appropriately and trying their best. But not one of these three stakeholders was satisfied.
The point is that, in a corporate setting as in an academic environment, regular, meaningful, accurate, timely, fair and transparent performance exposure that lets people know where they stand and helps to both motivate and manage higher performance.
The Bottom Line
The most effective new managers set clear performance expectations. The most effective new managers consistently hold weekly or bi-weekly one-hour sessions with individual team members to review goals, discuss performance, address issues and stay on the same page. Frequent feedback and attention from caring managers help employees stay focused, motivated and on target. Monitor progress regularly, give praise where it’s due and coach for improvement when needed. This is how you can lead toward high performance.
You will know you are on the right path when employees:
• Trust the way their performance is measured
• Receive frequent and balanced feedback
• Understand what constitutes both success and failure
• Know how their goals align with team and company goals
How Managers Can Make Better Decisions
How to Grow Existing Accounts Faster
How to Learn New Skills Faster
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Director, Human Resources
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Director of HR
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
We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.
HR Manager, BU Radiology Informatics
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.
What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal. They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”
Vice President Human Resources
The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.
Firmware Engineering Manager
We recently contacted LSA Global to assist us with a unique training request. We gave LSA a very short deadline and LSA custom designed a training program to meet our exact requirements within the limited time allotted to them. We found their facilitator to be well versed in the subject matter and very credible; the design provided practical and valuable information to our team of managers. I highly recommend LSA Global, particularly in the area of management training.
Julaine K. Souza
Senior Vice President
Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.
Human Resources Business Partner
Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.
Senior Project Manager
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VP Human Resources
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