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Performance Management is Hard Work!
Click here to share these important ideas with the managers and supervisors in your organization.
Lately I've really been struggling to be disciplined. Two personal challenges illustrate this point.
First, this year I promised myself that I would post a performance management-related blog each Thursday, which is posted at Jobing.com. Some weeks it just hasn't happened. Some weeks I get busy and just forget. Other times I just can't muster up enough "umph" to put words to paper. When I've been successful, it's usually because I have planned ahead and have a post ready to go before Thursday rolls around. In other words, I have a system.
Second, I've been working on dropping a few pounds. I joined Weight Watchers and do my best to keep a log of what I'm eating. I'm exercising more and I even bought and started using a cool new heart rate monitor. Still, there are times when I just think, "I want a big cheeseburger with fries and a double thick chocolate shake!"
All the struggles that go on in my head about being disciplined is not unlike what happens when we try to do a good job with managing employee performance. Great managers are strictly disciplined about performance management activities. Discipline in managing employee performance means you:
- Give frequent, timely, and specific feedback to employees.
- Keep good records about employee accomplishments and challenges.
- Have a system to make sure that you don't let this important part of your job get overlooked.
- Schedule regular meetings to check in with employees about their progress toward goals.
- Complete performance evaluations on time and with specific examples of performance.
Actively managing employee performance will not happen automatically. It's not something you can put off for later. Just like losing weight (or anything that takes a conscious, consistent effort) it's not easy. But the rewards are too many to count.
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