Business Advice

How To Manage Performance Effectively

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...to the one who can make the necessary changes - the perpetrator. Train people to do this assertively and positively and make it part of the fabric of your business.

6.Take action: instead of waiting (and hoping) that things will improve, if someone is underperforming leaders have a responsibility to the business and the rest of the team to ensure that resolution is swift. If things aren't working out, find out why - it could be a developmental issue. It's far easier to fix a problem early on than wait until it's started to have a negative effect...

...on your team and your business.

7.Formal appraisal: this is essential to provide an overall review of progress, achievements, standards, developmental needs, goals and aspirations. It's also a great opportunity to find out how you're doing and how employees feel about the business. In our experience, this is an area that frequently 'falls off the bottom of the business manager's to-do list' - so make a new year's resolution to put it at the top of yours. To help you keep focused and to provide consistency and transparency, consider using an on-line system (e.g. www.talenttoolbox.com).

8.Mentoring: provide new recruits with a 'buddy' to help them settle in; understand the company culture; give them feedback and provide general support. Consider mentoring some of your managers yourself. Set up a scheme whereby people from different parts of the business provide mentoring to one another. It's a cost effective method of developing your people, providing support, reinforcing your culture and moderating behaviour. The mentor will also learn from the experience, will feel trusted and can keep in touch with other parts of the organisation.

9.Profit-share: performance related pay works in some cultures and not others. For many, money is not the main motivator so find out... continued on page four >

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