Archive for the ‘Performance Management’ Category

Engage Your Employees – Schedule a Stay Interview Today

December 6th, 2011 3 comments

There are typically two times we (as managers) interview our people.  We interview them on the way in and on the way out.  It doesn’t have to be that way!

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If you’re looking for an effective way to engage your employees while they work for you, you may want to think about setting-up time during your next employee one-on-one meeting to conduct a stay interview.

A stay interview is a great way to:

  1. signal to your employees that you’re interested and engaged
  2. build trust
  3. understand what motivates each of your employees
  4. get employee-specific or organizational issues on the table
  5. provide an opportunity to acknowledge and recognize good performance

As a manager, it’s critical to know what’s on your employee’s mind about the company and organization.  It’s equally important to understand each person’s motivation.  HINT:  You may be surprised to know, it’s rarely about the money.

Having stay interviews is a great addition to a company’s overall performance management process.  However, don’t wait for your company to start this process.  Go ahead and give it a go for yourself and really get to know your employees!



Dealing With Poor Employee Performance

March 30th, 2011 4 comments

poorperformance [This post is part of the Performance Management: A Manager's Guide to Managing Talent series. Check out the rest here!]

As a manager, there are a few things we probably dread more than others.  I suspect managing poor performance ranks near the top of the list.  It’s not only emotionally draining for managers and employees, but it can also be time-consuming.   And while it’s never fun, managing poor performance is a foundational skill for a manager to possess.

Here are some tips to help navigate through the complexities of this dubious task. Read more…

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Building Moats for Success

March 28th, 2011 Comments off

Warren Buffett is considered one of the greatest thinkers of all time.  He has made billions of dollars through savvy and well thought out strategies, to capitalize on what others do not consider.

He beleives the reason for his success in beating the competition is through the concept of “building moats.”

In an interview with Forbes Magazine, Jay-z & Warren Buffett sat down for an hour interview and covered a variety of topics (see entire interview).  This two minute clip that stood out, was Warren’s advice to Jay-Z about building personal moats.

Warren’s Key Points

  1. The best moats are your own talent
  2. Invest time to build and develop the right set of talents
  3. Develop habits of success
  4. Look at role models to determine the right talents and habits

Building Moats for Managers

What I found interesting, is Warren discusses this concept from the perspective of self-development and building personal moats.  However, after watching this clip, there is something to be gained by looking at these same concepts through the lens of a manager.

As a manager, what can you gain from this?

  1. People are the greatest assets to building competitive moats
  2. Help your people build and develop the right talents to gain competitive advantages
  3. Organizations must also build habits of success (e.g., fiscal responsibility, employee development, innovation, execution, etc.)
  4. Look to “role model” companies/organizations to determine the right habits

QUESTION:  How are you building moats to separate yourself from the competition?

Tips to a Successful Performance Discussion

March 21st, 2011 1 comment

performancereview[This post is part of the Performance Management: A Manager's Guide to Managing Talent series. Check out the rest here!]

Performance discussions are excellent opportunities to discuss an employee’s performance, outline their strengths and development needs.

Throughout the year, performance discussions may be less formal.  However, most companies have a formal annual performance discussion once (or twice) a year.  This typically aligns with the annual performance (or mid-year) review process.

If you’ve made performance management a year-round activity, then this conversation should be the great non-event!  With that said, these annual discussions are important and provide an opportunity to recap the year and talk about the future.

Here are a few tips I’ve put in practice around the annual performance review discussions.

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Performance Management: Resources You Can Use

March 11th, 2011 Comments off

SmilingThumbs[This post is part of the Performance Management: A Manager's Guide to Managing Talent series. Check out the rest here!]

Managing performance of your team is not an easy task.  When it comes to writing reviews, providing feedback and coaching your employees, you need to all the help you can get.  In this post, I outline a few additional resources I’ve found helpful in the past.

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Three Critical Guidelines to Writing an Effective Performance Appraisal

March 2nd, 2011 3 comments

Paperwork [This post is part of the Performance Management: A Manager's Guide to Managing Talent series. Check out the rest here!]

Writing a Performance Appraisal is one of the most dangerous double-edged swords in the performance management process.

If done correctly, a performance appraisal is an excellent opportunity to document the feedback, close out the review period, and look ahead to the future.  If done incorrectly, employee morale and engagement are at risk.  This is not a process to be taken lightly.

In this post, I outline three guidelines to ensure your performance appraisal does not fall into the mine-field of employee dissatisfaction. Read more…

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One-on-One Meetings: The Power of People Connection

February 24th, 2011 17 comments

oneonone_coach[This post is part of the Performance Management: A Manager's Guide to Managing Talent series. Check out the rest here!]

As managers, we are often barraged with one meeting after another – staff meetings, project meetings, tactical meetings, strategic meetings, budget meetings, operations reviews – the list goes on and on.

However, one meeting I hold near and dear to my heart, is the one-on-one meeting.  This is the meeting I appreciate the most with my boss, and the one I value the most with my direct reports.  Not only do I value these meetings, but I truly enjoy them as a manager.

One-on-one meetings allow me to make a real connection with each person on my team.  I can become a problem solver, a coach, an advisor, an influencer, or even an enabler.  This is one meeting where I feel like I can make a real difference to individuals.

In this post, I share some common practices around having one-on-one meetings and why I think should consider implementing them immediately. I also share some thoughts and perspectives I’ve picked-up from fellow managers.

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