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Performance Management Tips
By Bryan Yingst / May 2007
As a manager, you hold the responsibility of guiding
your employees towards efficient and productive work
ethic. Sometimes this includes pointing out negative
behavior, attitude, weaknesses, and liabilities that may
hinder the full potential of the organization.
Performance reviews are the most common source of
conflict between managers and employees. Nobody likes to
be told that they are not doing a good job, and many
times, people do not perceive their own actions as
"unacceptable" or "sub-par."
Below are some tips to help you and your managers
deliver performance feedback that balances your company
responsibilities with the respect your employees
deserve.
Choosing Feedback Over Criticism
When faced with the challenge of reviewing employee
performance, it's first best to understand the
difference between feedback and criticism.
Feedback refers to giving objective and specific points
regarding observable behaviors and their effects. With
feedback, emotions are cast aside when describing the
perceived outcome in relation to an intended recipient.
For example, "During your last presentation, you
outlined the "do's and don't" of our new procedure, but
didn't confirm with others first. This didn't allow for
diverse viewpoints and ideas to be expressed."
Generally, in this instance, the person receiving the
feedback can use what was said to compare the impact of
their behavior with their initial intentions. In this
instance, the recipient is now aware, but not offended
and is most likely more open to change.
Now, compare this to criticism that is emotional and
subjective. For example, "You're not being courteous by
excluding other's thoughts and viewpoints. This really
offended some of your coworkers. "
Now, in this instance, the person receiving the
criticism is less likely to be able to compare the
outcome to their initial intentions because of how the
message was said. The tone and emotions are likely to
trigger defense mechanisms that we, as humans,
automatically tend to have when "attacked." Yes, the
recipient is now aware of the impact their behavior.
But, he/she is most likely offended and may be resistant
to change.
Now that you know the difference between feedback and
criticism, let's now explore some helpful tactics to
delivering feedback.
Delivering Effective Feedback
Giving feedback instead of criticism can best be
accomplished by following three easy pointers:
#1 : Treat your employee as you would want to be
treated.
Before giving feedback, ask yourself, "How do I like to
be informed when I’m doing something wrong?" Next, try
to recall the impact that micro-messages can play. What
tones, body language and cadence would best transfer
your message? Which ones might undermine your overall
goal? Keep in mind that you want the recipient to
seriously consider your message, not shrug it off or
storm away. Respect your employees - pick a private area
to talk one-on-one
#2 : Focus on performance issues - not personal
issues.
Stick to the facts as they affect work performance.
Don't rely on memory. Have all supporting documents and
records available. If you cannot determine an exact
cause, then it is probably a personal judgment which
needs to be ignored. Let the employee know why their
performance is wrong for the organization, team,
individuals, etc.; not why you personally dislike it. Be
direct and report exactly what is wrong. Remember, your
judgment needs to come from a professional opinion, not
a personal one. Explain consequences if performance
expectations are not met.
#3 : Be supportive, but avoid emotional involvement.
Show support by encouraging improvement. Offer help in
resolving performance problems. Identify resources for
addressing or correcting work problems. Do not allow
personal opinions to get in the way of proper review or
training.
Ultimately, by focusing on performance issues and by
respecting your employees you can carry out your
supervisory responsibilities while preserving the rights
of your employees to fair, tolerant, and inclusive work
environment.
Performance Management is just one topic found within
KnowledgeStart's new Diversity and Inclusion: Manager’s
Toolkit e-Learning product. For a no-obligation, 15 day free trial, please call
1.877.650.0454
or email info@knowledgestart.com
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