Performance managementWhether you’ve ever been a director or manager or not, at some point in your career, you have likely had to manage others. This includes performance management, both for yourself and your team members. It is important to remember, however, that management has nothing to do with forcing people to bend to your will. The true meaning of management is empowerment. You want to ensure both you and your team are self-motivated and self-driven to get results.

Certainly, there is no golden book of management. There are no absolute methods, but rather effective management is a matter of trial and error. Every situation is different, so good performance managers must use situational awareness to ensure their strategies are effective. Let’s take a look at three effective methods for managing performance.

1. Ask for Their Opinion

There is nothing more affirming to an employee than when their boss asks their opinion and makes them feel as though that opinion is valued. You may also find that your people prefer a different way of doing things, or they may have some insight into something you had not considered.

2. Customize Your Approach

No two employees are alike. As such, you shouldn’t treat all your people the same. It is important to understand that people have different learning styles. Try modifying your approach to accommodate different learning styles and desires. Each of your employees has unique strengths and weaknesses. A one-size-fits-all approach doesn’t help anyone in the end.

3. Encourage and Maintain Transparency

Employees appreciate transparency from their leaders above all else. Transparency is an inevitable feature of management and is compelling in just about any relationship, professional or private. The key thing to remember is that if you want transparency to work, it has to start with you. Right from the top. If you misuse important information or hold back information your people need, they will resent you for it in the long run. And the last thing you want is to lose the trust and respect your employees put in your leadership. Such a thing could cripple your ability to inspire them.

Here at Rich in Thought, we specialize in focusing on executive leadership, management, and performance-enhancing information. We’ve spent a long time discovering what works and what doesn’t in the world of executive leadership and management. If you want to take your performance results to the next level, contact us today to find out how we can help:

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