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 [...]

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 guess it’s always been true that employees ‘sell their labour but volunteer their commitment’ and I’m sure it’s never been truer than with those highly talented, highly sought after ‘Gen Y’ employees.  Peter Drucker says that we have to ‘accept the fact that we need to treat almost everybody as a volunteer’. Whilst I’m [...]

In my blog Giving Constructive Criticism – What’s the Problem? I talked about three of the reasons managers struggle to give their employees constructive criticism in order to improve employee performance. In this blog I’m going to talk about a fourth reason, what I call the ‘pain problem’   Here’s how some of the managers [...]

When we are giving constructive criticism, we are seeking to motivate the employee to make a change – a change that leads to improved performance. Here’s a useful model for explaining the need and gaining agreement to making that change;   ACTION & RESULTS   & CONSEQUENCES  = AGREEMENT Action Is about explaining in clear, objective, non [...]

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