More Time Wanted? Deal with Your Time-wasters Now!Written by Martin Haworth
Focusing your time to be as productive as you can has never been more important - yet many of us waste our precious time on employees, who frankly don't deserve it. They will never fit. Solving this problem for you will almost certainly be solving a problem for them - so don't be fearful. Want to know more - and how? Read on...
Ever feel that you spend too much time shoring up performance of some of your people? More time with one or two than with some of others.
And doesn't that just drain you? So think about those employees and how they are draining you and damaging energy you have. The energy that could well be directed much more productively.
There are people in your business who just seem to be way off where you want them to be. They are behaving as they are and it's perfectly their right to be way they are. But not in your business.
If it doesn't fit what you want, then you have two options (apart from just tolerating it, which I'm sure you don't want to do):-
- Make very clear what your expectations are in words of one syllable and write them down. Manage it closely and be prepared for 2.
Ten Top Performance Management TipsWritten by Martin Haworth
Sadly, Performance Management has got itself a bad reputation. Dreaded by those on receiving end and considered an unproductive chore by manager, value and benefits have been lost. But there is another way and here are Ten Tips to help.
- Talk to Your People Often
By building a great relationship with your people you will bring trust, honesty and information. This gives you a head start in Performance Management of your people.
- Build Feedback In
On job two-way feedback processes gets rid of nasty surprises that gives Performance Management such a bad name. By building it in as a natural activity, you take edge away.
- Be Honest
By being frank and honest, which preparation work in building a great relationship has afforded you, both parties treat each other with respect and see each other as working for everyone’s benefit.
- Notice Great Performance
When you see good stuff, shout about it! Let people know. Celebrate successes and filter this into formal processes.
- Have a System
Performance Management is a process and needs some formality - especially for good personnel practice and record. This need not be complicated, but it needs to be organised and have timescales.
- Keep it Simple
But do keep it simple. If you have a relationship with your people that is strong anyway, you already know what they are about. Formal discussions can be friendly and simple, with formality kept to a minimum.
- Be Very Positive