Performance management is key to the success and the future of your business. Helping your employees to control their frustration and therefore improve their performance is one of your responsibilities as a leader. Do you want to know how to achieve it?
The importance of feedback
Sometimes you will notice workers who do their best to do a good job and, however, their performance is poor. What can be happening? Perhaps you are not offering the necessary feedback for them to modify their habits.
If you explain them that they are not performing as expected and give them the tools for improvement, you will see their effort is worth it.
What might be behind poor performance?
- Inefficient management
- Confusing or insufficient instructions
- Inappropriate or inexistent resources
- Bad time management
- Excessive workload
- Conflict among coworkers
- Lack of feedback
Do not forget: obtaining an optimum result is the unavoidable obligation of a leader. Through feedback you can motivate your employees and you will help them overcome their frustration. In addition, you will learn new ways of gaining credibility as a leader.
Suggestions vs. impositions
When we talk about performance management, we emphasize a key point in any business: our team, human resources. These become crucial when it comes to planning and setting corporate goals.
The three essential goals for giving feedback to your team members are:
- Promoting participation: ask, find out about your coworkers, what it is that motivates them, worries them, etc.
- Vision: share with them your vision and your mission about the company, so that everyone will get involved.
- Motivation: as a leader and performance manager, you need to transmit energy. In other words, work on the motivation of your team members.
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Reflect to improve performance
Improving any aspect of your organization requires some thinking beforehand in order to identify the areas for improvement. As a performance manager you will need to show curiosity, ask questions and find out what works and what doesn’t, so as to improve those areas in need of being fixed.
Questions you can pose yourself to help your team improve their performance:
- Are we meeting our goals?
- How can we maximize performance?
- What is working? How can we keep making it work?
- What must we do differently next time to improve?
Remember: there is always room to improve. Do not be a conformist, build a positive environment to reinforce success and correct mistakes. In fact, the great leadership challenge is to inspire your employees.
What are your keys to be successful in performance management?