I’ve been writing a lot recently about one of the key challenges in performance management – closing the employee performance gap (gaps a gap between; a) what you want and need from your employees and b) what you are actually getting from your employees). In this article I’m going to take a look at a […]

In my blog ‘Improving Employee Performance: 3 Reasons Why Employees Underperform’ I outlined the importance of our employees knowing; what we want, why we want what we want and that what they are currently giving us isn’t what we want!   OK, so let’s assume we’ve followed that advice and:   • Got clear with our […]

Do you have an ‘employee performance gap’? Are you trying to improve employee performance? Are you trying to close an ‘employee performance gap’ – a gap between;    a) What you want and need from your employees and    b) What you are actually getting from your employees?   Do you know why there’s an […]

In my blog ‘Performance Management: Mind the Gaps!’ I talked about what happens when there is a gap between good performance management practice and our actual performance management practices. In Performance Management Gaps: Monitoring Employee Performance I covered (go on, make a guess) monitoring. In this blog I’m covering what happens when there’s a gap […]

In my blog ‘Performance Management: Mind the Gaps!’ I talked about what happens when there is a gap between good performance management practice and our performance management practice – when there’s a gap between what we know we should be doing in performance management and what we are actually doing or, more often, not doing  […]

Performance Management: Is there a gap between good practice and your practice? I’m sure you know what good practice looks like in performance management; clarity about our expectations of our employee’s performance, monitoring employee performance, feedback on employee performance? And I’m sure you know that ‘good practice’ means that these performance management techniques really work […]

I think most of us would agree that giving effective performance feedback is one of the most important management skills. Why? Simply because feedback on performance not only improves employee performance and productivity but also employee engagement and job satisfaction.  You’ll not be surprised then, given its importance, that I’ve written a lot about performance feedback! (For example […]

One of the key management skills: Empathy? Many years ago I worked in an organisation that was very task focused (to say the least). Whenever we tried to introduce some training or new processes that weren’t task related (e.g. interpersonal skills or management skills training, communication strategies) they would be dismissed by the majority of […]

People Management Skills: What’s stopping you delegating? Would you agree with me that one of the key management skills is learning how to delegate? I’ve written a lot about delegation including; how to get started and how to have the delegation discussion. In this blog I’m going to focus on a sub-set of those management skills: how […]

Management Skills:  The Importance of Clarity  I’ve written before about clarity (for example in ‘Performance Management: The One Secret You Need to Know’). Without simply repeating myself, here are the key management skills related to gaining the level of clarity that improves both employee satisfaction and employee performance (because that’s exactly what clarity achieves and […]

SEO Powered By SEOPressor