Performance Management - Traning

[Honeybee]

What is a method of training or instruction you think would be most beneficial to managers who are learning how to use the performance management system?

[Tasman McManis]

What is a method of training or instruction you think would be most beneficial to managers who are learning how to use the performance management system?

Hi Honeybee,

Performance Management is causing issues in most Western Countries. When talking to my clients I recommend that they get their managers/supervisors to meet with their employees on a "formal" basis at least once a month for about 30 minutes. This is achievable where the span of control is less than 12 (10 is better). In these meetings the supervisor has a proforma and discusses the employees activities over the last month, their development plan, what is working and what can be done differently. Notes are kept, initialled by both parties and both parties have a copy.

When the end of year performance management discussion is held it will be a development discussion because all the issues should be known to both parties and a process of making changes should already be in place. It should not be a confrontation even if there are some areas of poor performance.

In order to get to this situation supervisors need to be coached and to work through some experiential learning and practical experience to ensure they have the skills to conduct these monthly meetings.

The critical part of the process is to ensure that the supervisors can see the benefits of these monthly meetings in improving their trust and relationships with their employees and thus reducing areas of conflict. Often there is push back from supervisors saying they don't have enough time for the meetings. I usually ask them how often they talk to their employees. In many cases it is on daily basis so making one of those discussions more formal (taking notes etc) for 30 minutes should not add a great burden to their life.

Time could be an issue if there is high turnover in the section and again it is about trying to help the supervisor with the staff relationships and to reduce their turnover and give them more time to devote to developing their staff.

[Honeybee]

Hi Honeybee,

Performance Management is causing issues in most Western Countries. When talking to my clients I recommend that they get their managers/supervisors to meet with their employees on a "formal" basis at least once a month for about 30 minutes. This is achievable where the span of control is less than 12 (10 is better). In these meetings the supervisor has a proforma and discusses the employees activities over the last month, their development plan, what is working and what can be done differently. Notes are kept, initialled by both parties and both parties have a copy.

When the end of year performance management discussion is held it will be a development discussion because all the issues should be known to both parties and a process of making changes should already be in place. It should not be a confrontation even if there are some areas of poor performance.

In order to get to this situation supervisors need to be coached and to work through some experiential learning and practical experience to ensure they have the skills to conduct these monthly meetings.

The critical part of the process is to ensure that the supervisors can see the benefits of these monthly meetings in improving their trust and relationships with their employees and thus reducing areas of conflict. Often there is push back from supervisors saying they don't have enough time for the meetings. I usually ask them how often they talk to their employees. In many cases it is on daily basis so making one of those discussions more formal (taking notes etc) for 30 minutes should not add a great burden to their life.

Time could be an issue if there is high turnover in the section and again it is about trying to help the supervisor with the staff relationships and to reduce their turnover and give them more time to devote to developing their staff.

Thank you Tasman McManis

[Honeybee]

Can you please help with the following.

Been responsible for your organisation’s performance management system.

An employee’s performance has been identified as being unsatisfactory. When the manager speaks to the employee, the employee admits that they are finding the job stressful and that they do not really enjoy their work. They tell their manager that they do not really like dealing with customers all day and would prefer a less public position.