At The Ken Blanchard Companies Government Roundtable in Washington DC, attendees were asked to participate in a table discussion on an issue of importance. Below is the second set of consolidated notes from each table discussion.
Issue 2—Managing Performance
How can managing performance positively impact productivity and/or morale? How can the failure to manage performance negatively impact productivity and/or morale?
- Personal accomplishment / satisfaction / achievement
- Mission achievement / results (outcomes)
- More collaboration
- Clarity of goal setting – “What does an ‘A’ look like”
- Communication can enhance performance (constructive feedback is critical)
- Inflated rating tasks don’t always mirror actual pd
- Rating should be based in reality and “connect” on all levels
- Focus on relevancy of performance plan – re-evaluate periodically to test the barometer of relevancy
- Objectivity is key. Create a team culture of success. No ‘I’ in team, “we” not me
- Lack of direction / roles understanding
- Loss of staff
- Harder to move people
- Project delays
- Lack of clarity
- Leads to a lack of accountability between employer and management.
- Stop equating Managing Performance with FEAR on the part of the employee.
What are the top 3 to 5 strategies and/or activities your table team identified that can be employed to ensure positive impact of managing performance?
- Cross-functional teams
- Regular meetings
- Develop relationships/communication
- Clearly define roles + expectations (more frequently than once/year)
- Rewarding success / communicating success
- Have objective conversation between leader/manager and staff person to determine what priorities should be.
- Have elastic and relevant goals.
- Know critical success factors and what ties them together.
- Coach and train leadership as well as staff on issues that drive better performance.
- Create a culture of “helping” everyone succeed. Find the ‘new normal’. Distinguish “goals” what stretches you and the tasks at hand.
- Focus on clarity of mission.
- Build relationships with employees.
- Feedback shouldn’t be reserved for the negative.
- Encourage ongoing communication with employees not just on performance issues.