All in Performance Management
As an HR Business Partner, supporting the line managers in managing performance issues is one area that we have to deal with. That includes both rewarding good performances and, of course, tackling poor performances.
When it comes to poor performance issues, they can easily frustrate the hell out of most managers and HR.
One might simply think, “Let’s fire them”, or “Get them out of my team!”
But, is that the best way?
During the year-end, organisations, departments, business & operation units get together to review what have they done this year & plan for new initiatives for the coming year.
Acts of Service and Quality Time are appreciative languages which the leader can help the team. Instead of keep adding on the "To do list" yet with lean resources, how can we prevent our staff from being overwhelmed & overstretched?
Are you setting the right goals? Do you actually focus on the MEAN goals or END goals? Selecting the right goals is key because it determines your behaviour, performance and level of engagement.
A video overview of various performance management approaches.
Ring the ‘BELL’ or bow to ‘POWER’ or simply forget the ‘CURVE’? Sounds familiar? Here's the critical success factors when transitioning away from performance rating based pay approach.
Are you receiving, giving or seeking feedback at work? Read this if you are and learn more about using "The FAIR Model" in feedbacks and raise your game at work.
Thoughts from Ash Mishra on Performance Management
Rather than engage in a debate on whether the Power Law Distribution is superior to the Gaussian Distribution (Bell Curve) in evaluating staff performance, HR can provide better value to the organisation by considering the business and operating context as well as how the organisation intends for its performance management process to operate.
A simple approach in having a meaningful one-on-one session with employee.