Performance Management and Interesting Assumptions
When I work with managers I often hear an assumption they make which is that people don’t actually like ‘being managed’ and, more specifically, that people don’t want to work with a manager who actively engages with performance management.
Some of the managers I’ve worked with have put it like this:
‘Won’t my staff feel patronised if I manage their performance – won’t they think I don’t trust them?’
‘I feel embarrassed about managing performance, some of my staff are more experienced than I am and some are my friends. They won’t like it if start acting ‘all managerial’
Well of course it depends on what ‘being managed’ looks like. Generally people don’t like being told what to do, being constantly watched, being constantly criticised (so that’s something you didn’t know then!). But then again, that’s not effective performance management
Performance Management: What do Staff want?
In my work with managers I often ask the question ‘What do you, as a staff member, want from your manager?’ Here are some typical answers:
Clarity / feedback /recognition / communication / learning / praise / assistance / advice / support / responsibility / challenge /clear direction / incentives
I’m guessing you can see that many of these ‘wants’ are directly related to effective performance management. In fact, the comments quite neatly describe performance management. A few examples:
√ Clarity of expectations, both the managers and staff members, is the basis of effective performance management
√ Feedback, the ability to make objective comments based on observed performance against agreed objectives, is what drives effective performance management
√ Recognition, praise, reward, incentives – all part and parcel of effective performance management
I’m sure you get the picture
Performance Management and Research
Here’s some research from the savvy people which basically illustrates the same point;
In a Gallup study of performance, covering more than 200,000 employees across a dozen or more industries, teams that rated managers highly on four factors were more productive and more profitable. They also had lower staff turnover and higher customer satisfaction ratings
The four factors:
knowing what is expected of them
receiving positive feedback and recognition regularly for work well done
having a manager who shows care, interest and concern for each of them
having a role that fits their abilities
In a further Gallup study 80% of British workers said they lack any real commitment to their jobs and most blame poor management for their low level of motivation. Workers said they don’t know what’s expected of them, their managers don’t care about them as people, their jobs aren’t good fit for their talents and their view counted for little
Performance Management: The Conclusion?
What people seem to want, and want quite badly, is to be well managed. No surprise there then. What maybe is more of a surprise is that much of what ‘well managed’ means is effective performance management. And that comes as a surprise to many managers
Performance Management: The Practical Application
You could ask yourself the following questions:
1. How do you think the staff in your business would rate you (and your managers) against the four Gallup factors?
2. Do you need to do something differently?
Performance Management: Getting help for your managers
Do you need to provide some practical, easy to access training for your managers – training that they can complete 10 minutes at a time? Then why not take a look at the videos in my 10 Minute Management Toolkit series HERE – videos that teach managers step by step about effective performance management