A lady at one of our clients’ businesses retired recently. There was a leaving do, a presentation and gifts. I wasn’t there, but I heard that the lady was moved to tears, and said that she hadn’t realised how much she was appreciated.
Now that is wonderful and sad in equal measure. Wonderful that people took the time to tell her that what she did was valued, and that she’ll be missed at a personal level, but sad that she had to retire to hear this. It’s like only sending flowers to someone we love when they die.
A LOT of work that we’ve been involved in this year has been about performance management. Not appraisals as such; more the day-to-day stuff that line managers should do as a matter of course, but don’t. They let things slide, make assumptions about what people know and can do, they are scared to have the ‘difficult’ conversation. Of course, ignoring problems doesn’t make them go away.
On the flip side, many managers fail to praise their best performers and let them know how much they are appreciated. They don’t stretch them, or find ways to help them grow and develop. The first they know about a good performer having ambition is when they hand their notice in.
Performance Management isn’t difficult if we do a little bit every day. Setting clear objectives and giving feedback is key. There are lots of other small but significant things that can be done to stop performance from reaching critical level, and to keep top performers within the team. Here are our top 15 tips for day to day performance management:
If you would like more help to develop your managers in this basic but crucial skill, then please contact us.