Leadership Tips

Leading Others to Performance Excellence

Too often, we spend time trying to 'fix' or change others, while neglecting our own critical role as managers, mentors, and colleagues in helping them achieve an outstanding level of performance.

Many managers think about managing performance only when faced with a performance problem. Performance management, then, becomes a reactive series of events carried out under stress, rather than a proactive process aimed at creating and sustaining optimal performance. Through an effective performance management strategy and plan, optimal performance is within reach of everyone, from your stars to your current poor performers.

Before addressing performance issues with subordinates, look in the mirror and take note of the role you may be playing in the situation:

1. Are you modeling high performance, accountability, and timely results?
2. Have you made your expectations clear? How do you know?
3. Have you been timely in redirecting inappropriate or ineffective behavior? Or have you let the behavior go on unaddressed, hoping it would go away?
4. Have you created a self-fulfilling prophecy by expecting great performance of some and then seeing only the good in them and expecting poor performance in others and noticing only the bad?
5. Have you ensured (not assumed) proper training and validated the employee's ability to do the job?
6. Have you confirmed that good performance is within the employee's control or do issues need to be escalated and handled at your level?
7. Do you reward good performance?
8. Do you create and follow through with consequences for poor performance?

As with many managerial responsibilities, the ability to communicate effectively is the essential component in managing performance. Make sure that you:

1. Manage performance proactively.
2. Clearly communicate your expectations and ensure understanding of them.
3. Let employees know what support they can expect from you to help them succeed.
4. Relate to the employee as if you expect him or her to be successful.
5. Give honest, timely, descriptive feedback – schedule regular times to discuss progress and honor those times.
6. Ensure that the employee has the necessary resources to do the job.
7. Step in when problems need to be escalated to a higher level.
8. Acknowledge progress, even if it is only incremental.
9. Reward success.
10. Apply consequences for non-performance and non-compliance.
11. Maintain an appropriate level of on-going communication even after issues have been resolved.

Managing for sustained excellent performance is a partnership. Are you playing your part?

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Want to explore how to develop your ability to lead others to greater success? Contact us at (781) 453-2211 so that we can discuss your next steps.