Martin Summerhayes (martinsummerhay) wrote,
Martin Summerhayes
martinsummerhay

Performance Management and Individual Performance - difficult choices

"Nothing can stop the man with the right mental attitude from achieving his goal; nothing on earth can help the man with the wrong mental attitude." W. W. Ziege

It is that time of the annual business year where I am doing performance appraisals for the nineteen people that report directly to me. Three for these are graduates; twelve are the Service Implementation team and the remaining four are senior managers with their own teams.

If you have not been involved in the process before, you have to review their performance against a set of objectives that would have been set twelve months ago. Hence the validity of what you were asking people can sometimes be questioned as the business changes during the year. Then there may have been an organisational change, a company wide change, a team manager change or even a significant event in the individuals life that will have impacted their performance.

Wherever possible, you set SMART objectives. SMART is a mnemonic acronym, giving criteria to guide in the setting of objectives. The definition is:

Specific: Described in enough detail to be non-ambiguous

Measurable: Have to be able to measure them in terms of key performance indicators such as time, costs, revenue, customer satisfaction, survey, feedback, etc.

Achievable: In the time period agreed, you have a significant chance of achieving them, with dedication, effort and available resources and skills

Relevant: They must reflect the person's capabilities and also the focus of the organisation. There is no need to ask someone to grow bananas if they manufacture tyres.

Time-bound: You must set realistic timescales to achieve the goal. There is no point saying you are going to build a new house in 2 weeks. Though the fastest time to build a house is actually 3 1.2 hours - check out the link

https://www.youtube.com/watch?v=AwEcW6hH-B8

I always ask people to complete their own appraisal, based on the monthly 1-1's I have carried out during the year. Yes, I have carried out nineteen 1-1's every month and documented the outcomes. So the theory is, that come appraisal time, there are no surprises and everyone knows whether they have missed, met or exceed their objectives. Except.......... each individual has different challenges. I will let you know the outcome over the coming weeks......

Tags: performance management, work
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