“I will live in the Past, the Present, and the Future. The Spirits of all Three shall strive within me. I will not shut out the lessons that they teach!” -Charles Dickens, A Christmas Carol
It always feels like the holidays show up out of nowhere, rolling down the hill as if they are a giant snowball at the speed of light. Before we know it, we’re knee deep in snow and belly deep in cookies and eggnog. This fevered pace is reflected in our workplaces too.
Performance coaching is a rather new management technique where a series of conversations are used to enhance employee well-being and performance. The premise of performance coaching is that employee development and productivity can be boosted by setting aside time to analyze how both leadership and employees can take their skills and performance to the next level. Through the technique, leaders are less focused on themselves, managers connect with issues workers experience and employees continually review progress that sustains their effectiveness. Performance coaching is a step beyond training in that it provides on-the-job training to employees while inspiring advancement.
The Sanderson Sisters are coming out to play this Halloween, and as a manager or department lead, you can’t let them put their spell on you. If you’re finding your performance is flying out the window on a broom, here’s how to work your own magic to keep your performance management in line during this Halloween season.
Gallup reports the US loses from $450 to $550 billion annually to those employees considered “not engaged.” That means, those poor performing employees might be making a dent in your bottom line, an idea no leader wants to think about. Every manager will meet the challenge of addressing poor performance, and it’s the approach that’s taken that can lead to a reinvigorated worker or a ticking time bomb of an employee. To manage poor performers back to peak productivity, you and your management team should avoid these big mistakes.
You’ve heard the news. When it comes to hiring a new employee, you have maybe a month to impress and engage them into your organization. In fact, though nearly a third of new hires are seeking new employment within the first 6 months, up to 20% of turnover happens in the first 45 days.
Even companies that train employees and make training readily available to employees often find that much of the resources allocated to training are wasted. They are finding that there’s no measurable or positive correlation in terms of better employee contributions or productivity. It’s because supporting training isn’t enough. Training must be planned and properly managed if it’s going to be successful.
Do you want to become “the greatest” at performance reviews? Or better yet, do you want to reach the point when you can proclaim, in the words of the late, great, Muhammad Ali, “I’m not the greatest, I’m the double greatest”?
Just because companies are doing away with traditional performance management doesn’t mean they should be cutting back on budget or reallocating spend to somewhere else. In fact, they should be investing even more into performance management. Whether you opt for an annual or monthly review process or are ready to invest in an innovative performance management system for a more fluid feedback model, there’s no denying performance management can be ignored. Take a look at these 4 undeniable reasons to invest more into performance management this year, even if you’re getting rid of your standard system.
A one-and-done annual performance appraisal. Sound fun? Modern day performance management is being reinvented into a process that is more meaningful and rewarding to everyone. Managers are transitioning from judges to mentors while employees are actively engaging with the company and taking control of their careers.