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
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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
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.
Vice President Human Resources
LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.
Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.
SPO Partners & Co
Kim Silva, CFO
The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.
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
SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.
LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.
VP of Human Resources
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.
HR Program Manager
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 contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.
Barry L. Byrd, SPHR
Human Resources Manager
We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.
Senior HR Manager - Staffing, Training, & Development
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
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 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.
HR Project Manager - Training & Development, PHR
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