So many Managers ‘wing’ their formal performance management discussions with their people, sometimes it’s no wonder the outcomes are less than satisfactory for both parties.
Research indicates that more than 50% of the reasons why people leave their place of employment is not because of the salary package, not because of the job role, not because of the ‘colour of the walls’, but because of the breakdown of the relationship with their direct Manager.
So here are a few pointers that could make a significant difference to your relationships with your team.
- Process – Use a tried and tested process to review an team members performance. If you don’t have one, find one.
- Preparation – Invest in the time to think about the person you are about to give feedback to. Your comments will affect their life and family.
- Location – Carefully choose where you have your confidential discussions. The set-up will impact the mood.
- Commitment – Unless absolutely unavoidable, don’t cancel prior arranged performance management discussions. It signals to people that they are unimportant.
- Your mood or disposition – Consider how in control you are of your emotions on the day. It may be worth postponing a critical discussion if you are already upset, angry or distracted.
- Positive start – Always find something positive to discuss in the opening discussion. It will provide the platform to deal with the tough stuff.
- Honesty and authenticity – People will respond to your honesty far better than ‘a well groomed story’.
- End on a positive – Your words will influence a person’s productivity. It’s also good to remember, life works in strange ways ... People you meet on your way up, may be the same people you meet on your way down.
- Body language – Your words may be in conflict with your body and gestures. People will respond far more to your body language, expressions and tone than what you are saying.
- Make notes – Record your discussions and share appropriate notes. Recall is a strange thing ... we often remember what we choose to remember. If its recorded, it reduces the chance for future disagreements.
Naturally there are many other useful ideas that deliver excellent results. If you or any of your Managers are interested in being trained to use a fantastic process to deliver ‘best practice’ performance feedback, I’d be glad to assist. Simply drop me an email at colin@ccsconnect.com.au
Good managing.
Warm regards
Colin
Colin Chodos is the founder of Corporate Connection Strategies (CCS), a consulting group that helps businesses connect with their stakeholders to deliver increased profits and growth.
His lead practice areas include Stakeholder Engagement, Change Management and Business Strategy Development. "I have assisted companies over the last 20 years to successfully achieve significant business outcomes".
Follow me on LinkedIn, Twitter or the CCS website for tips and advice for executive leaders of today.