9 Essential Performance Management Techniques

9 Essential Performance Management Techniques
20 September 2017 John Moore

The Exponential team has is currently working managers engaged in providing refugee support services. They work under immense pressures and challenges and aim to make every penny count. We are helping them to implement coaching and performance management strategies – here are nine essential performance management techniques we think are essential for all managers.

Top Tip #1: Be crystal clear about what you need from your team
It is essential that your team is crystal clear what they need to do and the results they need
to deliver. Time and resources can be squandered working on the wrong priorities.

Top Tip #2: Discuss and agree SMART performance objectives
Research tells us that having clear objectives with effective measures is essential. If you
need to revisit SMART objectives check out How to Make your Objectives SMART (link to
next article)

Top Tip #3: Gain your team’s commitment and agreement to meeting the objectives
I cannot stress enough, communicate, communicate and communicate performance
objectives with your team. Engage them in developing and owning their SMART objectives.
Top Tip #4: Monitor and review performance

If performance slips, you need to know therefore monitor and review performance against
your SMART objectives. Collect and collate performance data. Use it to discuss and improve
procedures and processes and people’s skills and performance. Never use it to admonish,
blame and to criticise your team!

Top Tip #5: Prepare performance review meetings
The outcome of an effective performance review meeting is an engaged, well-informed and
motive team. Effective meetings require you to put prepare for the meeting to ensure it is a
positive, energetic, collaborative and motivational experience.

Top Tip #6: Make performance review meetings a priority
Book performance review meetings in your diary and protect them. Day-to- day operational
pressures can make it difficult to keep appointments, but performance review meetings need
to be prioritised and protected.

Top Tip # 7: Explain, share and discuss rather than judgemental and criticise
Performance review meetings are two-way, positive and collaborative experiences NOT
negative, critical and judgemental sessions. Invite team members to reflect on their
performance and engage them in seeking solutions and improvements.

Top Tip #8: Explore results, consequences and solutions
Explore and discuss results and consequences rather than telling. Faciltate improvements
and change. Engage and encourage team members to focus on continuous, small changes
and improvements and empower them to take action.

Top Tip #9: Have daily performance improvement discussions
Performance improvements discussion can take place anywhere and anytime – they are not
the preserve of the formal performance review meeting. Make reviewing and improving
performance a feature of your team’s culture and NOT a one-off, periodic activity.

John Moore has over 20 years experience of training and developing Managers, Coaches, Consultants and businesses. As Managing Director of Exponential Training, John researches, speaks, blogs and writes about how to improve performance. He also designs and delivers engaging, fun and interactive learning programmes. John is a Fellow Chartered Manager and has worked with managers and organisations in over 20 different countries.