The Key to Performance Management

Are you trying to improve the performance of your people?

You would be a pretty unusual manager or leader if you weren't!

But are you barking up the wrong tree?

Here is an easy test for you to find out.

Just read the following extract from an article on correcting poor performance that I was reading earlier and see if you can spot it? If you are not one of the very few exceptional leaders who "gets it" you might just find the key that could a huge difference in your life – to your approach, to your relationships and – most importantly – to your results.

"First, look back at the objectives that you set for the person:
• Were they realistic?
• Were they achievable?
• Was the time frame reasonable, given the rest of their workload?
• Have other priorities taken precedence?
• Was the objective clear enough?"

Did you get it? It isn't easy! You have to admit those are pretty sound steps that are being recommended, and you certainly cannot fault them. Indeed, if you are worth your salt as a leader you should be pretty familiar with them and following them all naturally.

So do you need a clue? Okay, then. The issue revolves around one phrase. Change just the one phrase here and you will have found your key. 

Have you got it now?

That's right – replace the words "set for" with "agreed with" and you will stand a far greater chance of winning the support of that person. After all, even children hate being told what to do, so how much more will any self-respecting adult.

Of course, there is a question of degree here. After all, I can just hear you saying, "I don't set objectives. They are mutually agreed in a performance review." And, of course, one of the first things they teach you about performance reviews and goal-setting is that you need SMART (Specific; Measurable; Attainable; Realistic; Timely) goals that are acceptable to both parties. But that's precisely the point!

People will set much higher goals for themselves when they are engaged. Agreed goals are always a compromise! How much better performance would be, if instead of trying to set goals for your people, you gave them enough respect to get on with what they are paid to do!  That is the ultimate in talent management. After all, you are ultimately striving to create employee engagement and respect is by far the best way to engender that and so optimise their talents!