Archive for the ‘Preventing Performance Management Issues’ Category

Important: Sell Change to your Staff Constantly!

Sun
06th Jun
2010

When giving performance management feedback to staff many managers complain that staff just don’t realise they need to change. It is not the fact that they are poor employees – in fact what they are delivering would have been spot on 5 years ago – but that level of delivery simply does not hit the mark today. Things have changed!

Below is a great video that vividly demonstrates just how fast change is occuring in our modern world. It is US and education centric but still provides some startling information – possibly one to share with your staff? (more…)

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Being Nice is Bad!

Fri
07th May
2010

We were brought up to be nice and polite – to think about an other person’s feelings and to put those feeling before our own needs. This may have been the right approach for our parents to take when we were six and they were anxious about our behaviour with friends and relatives – but being ‘nice’ does not help us as an adult in the workplace. (more…)

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How to Minimise Future Performance Management Issues

Tue
20th Apr
2010

The answer to this is easy – one word – recruitment. Get your recruitment right and you will have a skilled and enthused employee. Get it wrong and you will have a misfit that damages your organisation and themselves.

Unfortunately many, many organisations rush recruitment and thereby run the risk of getting it terribly wrong. Here’s what Tom Peters has to say about the importance of talent in your organisation and the mistake many organisations make in appointing crucial management roles: (more…)

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What to Say When Met with Tears!

Sun
11th Apr
2010

Crying during an appraisalWhat can you say (and do) when you have presented a skilfully crafted message providing some necessary performance feedback and the response you get are tears?

It is important to realise is that there can be two reasons for tears – the first is genuine emotion and the second is gamesmanship – played to unsettle you enough to drop the whole issue and never feel brave enough to mention it again!! (more…)

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