How performance management has evolved into something your employees will actually enjoy
Performance management is evolving, with new approaches benefiting both managers and employees, as well as company performance.
It used to be fairly standard to review your employees using a list of criteria that needed to be addressed and ticked off as completed. The process, being quite stiff and structured, didn’t allow a lot of give when it came to new ideas and varying management styles.
Thankfully, this approach has become outdated and it is now estimated that about 70% of global companies are moving towards a model that caters for regular performance, feedback, development conversations and coaching opportunities instead.
Why is the new way better?
When feedback is delivered ineffectively, the results can be highly detrimental to an employee’s performance. If the employee consistently receives feedback in a way that undermines their ability to perform their job, their confidence may be weakened, and their overall performance can be impaired.
Therefore, by using a regular performance management approach that is open, conversational and tailored to the employee, the manager or leader will find greater success in the outcome.
How can you ensure you approach performance management correctly?
By adopting a ‘leader as coach’ mindset, a manager can approach performance management with the necessary skills and qualities needed for successful outcomes.
They can do this by:
Being consistent
A great manager with a ‘leader as coach’ mindset will arrange regular one-on-one meetings with employees to see where each employee is at with their work. They will check in to see if individuals feel good about their work. These managers prioritise the development of individuals because they know that in order to achieve vital business objectives, the company needs engaged, motivated and high performing individuals to work collectively towards a shared goal.
Asking and listening
A ‘leader as coach’ mindset involves asking the right questions and listening intently. Rather than always adopting a ‘telling’ approach a coach may ask “what approach do you think will help to achieve this outcome?”
By asking open ended questions, employees are given the space to think creatively and develop their own path to developmental success. In addition to crafting great questions, a manager with a ‘leader as coach’ mindset will listen attentively to what their employees have to say. They will resist the opportunity to finish sentences, they will use silence. By not only listening but taking on board their employees’ concerns and desires, managers can help them to better develop in their role and in the company.
Building trust
Successful coaching relies entirely on a relationship of trust between a manager and their employees. Adopting a ‘leader as coach’ mindset requires managers to start with a firm belief in the ability of their team members to be successful in the role. If a ‘relationship of competence’ does not exist then coaching may not be the correct intervention by the manager, and a discussion around the obstacles that are preventing the employee being successful will need to occur. Building trust is a gradual process which can be achieved by maintaining open lines of communication and providing support whether it be task-related or emotional.
Being constructive with feedback
Constructive feedback is a developmental tool that is vital for organisational success. A great manager will make connections between an individual’s strengths and the company’s mission to improve development and drive success. Expressing these connections positively through regular feedback is the best way to achieve results.
Working with an executive coach is a great way to master giving constructive feedback to your employees. An executive coach will work with you to ensure your feedback is digestible, specific, objective, honest, accurate, solutions-focused and balanced.
Being inclusive
Make sure your employee is part of the performance management process and give them some ownership of the outcomes. Often you’ll find that your employees can come up with a wider array of solutions than you can, simply because they are in a different position with different perspectives.
Ideally, you want to reach a level of understanding and agreement between you and your employee. You want to use the time for an engaging and quality conversation and not just to tick off certain requirements.
Keep in mind that employees may respond to their performance management differently, so it’s important for managers to be receptive to the individual’s response. This way you can tailor your next discussion according to the techniques the person responded best to.
Remember, when performance issues are handled promptly, and desired outcomes are achieved, it can mean a huge improvement in your employee happiness and engagement levels, leading to an efficient and productive workplace.
A lot of managers find that delivering effective performance management is a skill they may need to develop, or improve on. Adopting a ‘leader as coach’ mindset will help you as manager to identify coachable moments. At Directions Unlimited we offer executive coaching to help you develop those skills, and more! To find out about how to use a new approach to your performance management, contact us today.