Articles

Manage Performance, or You Won’t Get Any

Jana M. Kemp

Self-management and management of others are required to achieve the greatest productivity and morale in the workplace. With lay-offs and cost-containment, I’m hearing more employees and teams say “I don’t have time.” In other words, performance is being negatively affected because of feeling pressured, over-worked and out of time.

What can we do to improve our own situations? Begin with an attitude check. Consider whether your own attitude is what is wearing you out. I’m not suggesting you become so positive and optimistic that others label you as a “Polyanna.” I am suggesting that attitude is a choice. Choose to be put-off or choose to assess the situation, make a choice, and move on.

With a “can-do” or “we’ll get through this” attitude as your foundation, next look at your goals. Are you making daily choices that help you achieve your personal and professional goals? If you say “no,” then I’d say “no wonder you are frustrated and crabby.” Focus on what is important to you, to your work environment, and to your family. If you’re not sure, start asking questions and talking with others to clearly identify what goals are most important.

Clear goals guide our choices for spending time, money, and resources. Without clear goals everything becomes a priority for your attention and resources. Can you really afford not to review your goals and confirm your priorities?

And can you afford to not review workplace performance goals and priorities with the people you manage? No. Begin with a review of the performance agreements you have with each employee. Start with each person’s job description because that is the tool that initially defines work expectations. Then work with the annual performance review to see how well the person is doing and where coaching is needed. Waiting until the end of the year doesn’t serve to improve performance during the year. Have a performance review conversation with each of your employees weekly, monthly, or quarterly.

On a daily basis, performance can be assessed, reviewed, praised, or coached for improvement. Your ability to coach and guide improved performance in others will help you to manage your own performance more effectively too.

Performance is protection in the workplace. Solid personal performance helps you keep your job. Coaching others for improved performance helps your team and business unit to succeed. And solid business performance helps the company stay in business.

ACTION ITEMS: 1. Polish your own performance before complaining about someone else’s. 2. Coach others for improved performance. 3. Set clear consequences for poor performance and follow through when poor performance occurs.
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Reprint Permission: The author is willing to grant reprint permissions. Please contact Jana Kemp: jana@janakemp.com or call 208-367-1701.