15 Principles of Performance Management
Here are our 15 principles of performance management … in a minute!
There are many things said about performance management, much of it uncomplimentary. Why? Because all too often, the emphasis seems to be on process and not people. And the process can be more about paper work, form-filling and ticking boxes, rather than real performance.
Here we suggest our 15 principles of performance management. Step back from the system for a minute and think about these simple ways to focus on real performance.
This is one of our popular Manage in a Minute pages. These contain essential tips on fundamental management topics. No fuss or side-tracks, they get straight to the point. Here, in a series of bullet points which can be read in a minute (ish!), are some essential tips on asking good questions.
15 Principles of Performance Management
- Be honest and open – good performance management relies on a good relationship.
- Keep it simple – keep the emphasis on development and performance, and keep the paper work and process simple.
- Keep in touch – use mini-reviews to build towards a performance review.
- Make goals interesting, challenging and engaging – this is what really motivates people to achieve.
- Pull together – align individual’s goals with team and organizational goals.
- Build on strengths more than correcting weaknesses – nobody is good at everything.
- Get the mix right – focus on complementary skills within your team.
- People like to perform! – believe it or not but people like to work, achieve, be praised, and know that their contributions are valued.
- Give praise – recognise and acknowledge good performance as soon as it happens.
- Let people know how they are doing – give regular, timely feedback, either motivational, formative, or both.
- Get the right tools for the job – make sure that the resources are in place to help you run the process, and to enable people to demonstrate performance improvement.
- They perform, you perform – remember, as a manager your performance depends on your team, when they perform well, it’s easier for you to perform well.
- Be an example – so, set the standard by example. To motivate others be motivated yourself, it’s infectious! Strive to be a better manager.
- Motivate, motivate, motivate – the missing element from most performance management processes? People will only achieve superior performance if they want to.
- Use PERFORM to outperform – The PERFORM model has been designed to help you create the conditions that will motivate people to superior performance.
What Underpins Our Principles of Performance Management?
Effective performance management does not come from following a rigid, bureaucratic process. It comes from understanding what motivates people, and managing the conditions to help them achieve their goals.
The principles of performance management should be about people and performance, not just process!
If you do have the time to read more on performance management, follow the fuller discussions listed on our Managing Performance page.
Still pressed for time? Follow this link for the full list of Manage in a Minute pages.
Applying our principles of performance management
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If you’re interested in applying our principles of performance management turn to our fantastic e-guide bundle. Including a colossal 253 pages and 95 tools, it contains 8 key guides we recommend to help you manage better performance, at half price!
It’s All About Performance (24 pages, 4 diagnostic tools)
Managing Performance and Potential (26 pages, 4 tools)
Conducting a Performance Review (33 pages, 8 tools)
Manage Your Own Performance (28 pages, 6 tools)
Motivating Performance (37 pages, 10 tools)
Performance Management Skills (19 pages, 7 tools)
15 Performance Management Tips (20 pages, 15 tips)
Performance Management Toolkit (66 pages, 41 tools – divided into the seven steps of a performance management process).