One of the most challenging aspects of being a manager is effectively communicating with employees, especially performance feedback. If you’re a manager, the gifs below may seem like familiar reactions you’ve gotten from employees at one point or another in your career. If not, you’re either extremely good at what you do or perhaps a tad oblivious to the common blunders associated with being the leader. It’s time to improve how you deliver performance feedback. Check out these performance management mishaps and how you can improve them!
“The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.”
Gallup research reports, 82% of the time, employers hire the wrong person to manage and only one in ten people have the natural talent to manage…Yikes! The negative impact unsuitable managers impose on organizations has the potential to tarnish nearly every stage of the talent lifecycle, causing a ripple effect of damage on a company’s workforce.
What company started out in an unused garage with $1,350 in reserves and turned into the most valued brand in the world? The company named after a tasty fruit of course, Apple. There are many reasons why Apple has gotten so big (innovation, opportunity, marketing, etc.) but one of the main reasons why this two-man startup became what it today is because of one man, Steve Jobs.
Did you know that 30% of performance reviews actually end up in decreased employee performance? If you’re wondering how that can be, just take a look at your own performance management system. Are you one of the lucky 14% of organizations happy with their system? Good for you. But if not, it may be time to do a little spring cleaning in terms of performance management.
Mark Twain said there are three kinds of lies. Lies, …er… darn lies and statistics. But the statistics below paint a serious picture of issues in performance management. And based on what we know about engagement, performance and productivity in the workforce, we can safely say, these are probably not in any of Mr. Clemens categories of lies. Check out these statistics and see if you can identify the lurking problem in performance management and what (or who) is causing it!
Managers are being pulled in many different directions, especially when it comes to HR. It takes a lot of collaboration and at the same time, separation to ensure every function of the talent lifecycle is getting the attention and effort it needs to be successful. That’s why the ever changing role of HR poses a problem. The lines are getting blurred, and it’s leading us away from the role management is really supposed to play, which is to nurture and build the talent in their current workforce.
The perfect candidate is elusive, a dream, fiction, but it doesn’t stop us from trying to find them which is probably why 95% of companies make hiring mistakes every year that cost them tens of thousands of dollars.
According to research by Brandon Hall Group, 69% of companies believe a flawed interview process has the biggest impact on the quality of new hires brought on. As more traditional interview questions like, “What are your biggest strengths?” and “Where do you see yourself in 5 years?” are being phased out, creative, thought-provoking ones are taking their place. But, how do you know which ones help to find the best candidates? Or maybe more importantly, how to avoid a bad hire?
“Sometimes you have to take a break from being the kind of boss that’s always trying to teach people things. Sometimes you just have to be the boss of dancing.”
-Michael Scott, The Office
As perpetually clueless and annoying as Michael Scott was, his beloved character grew on the people he managed and on all of us, a likely reason the show came to a close not long after his character exited the series. When it comes down to it, he had one part of the equation of a great manager, he had the love. The part he lacked was that whole managing people to be productive thing. Clearly, in real life, that half is essential if one wants to make it as a leader, but so is being thoughtful and inspiring. Many of today’s leader have just a few pieces of the puzzle and it’s the soft skills that can be difficult for organization’s to teach.
According to research, absences from work are increased due to high levels of stress for employees. The average sick days are 4.6 days per a year compared to 2.6 days for those who had low stress. Those who experienced more stress were 50% more unproductive than those with low stress. Don’t be part of the unproductive masses. Instead try these 10 ways to lower stress for you and your co-workers.