So, you are coming to the end of the performance appraisal meeting. Things have gone well. How do you now review and close the meeting in a way that leaves the employee feeling satisfied and motivated? In my blog ‘Performance Appraisal: 3 Steps to a Motivational Meeting’ I talk about ways to ensure your […]

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 […]

  There is always a ‘practical’ element to preparing for a performance appraisal meeting, and it’s surprising how easy it is to make a mess of this part of the prep. For example have you ever had a performance appraisal meeting in a crowded, noisy bar? (I have!) Or have you ever been told that […]

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Someone asked me recently ‘what do you believe is the best way to approach people management?’ I guess all of my beliefs about the ‘best way’ or the ‘how to’ are covered in other articles but the question got me thinking about my core beliefs about managing people and the impact of those beliefs. Here […]

In her book ‘Conflict 101: A Manager’s Guide to Resolving Problems So That Everyone Can Get Back To Work’ Susan H Shearouse says:       “On survey after survey the biggest complaint workers have is the perceived unwillingness of managers to take action against poor performers’   What’s going on here?   Constructive Criticism […]

 I was recently struck by something I read Oprah Winfrey had said that, I think, has real relevance to the way we manage our employees. She said:     ‘Everyone wants validation. They want to know:   • Do you see me? • Do you hear me? • Does what I say matter to you?’ […]

Improving Employee Performance   I often coach business owners and managers in improving employee performance. Usually there is an area of employee performance – most often a behavioural element – that the manager finds unacceptable. It might be the way the employee communicates (or doesn’t), they way they organise their work (or not), they way […]

The Performance Management Challenge I’ve worked with hundreds of managers, business owners, team leaders and supervisors, and many of those managers had, by their own admission, some difficulty in really committing themselves to bringing a focused and structured approach to performance management   Many of these managers know (in theory) that they should be managing […]

  I was talking with a client last week who was absolutely fuming about the way her manager had given some performance feedback to her and her colleagues. In short, the manager had called together everyone who worked for her and told them that they needed to ‘get to grips with the new XY system […]

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Artful Performance Feedback In an excellent blog post ‘Performance Reviews: It’s Not Only What You Say, But How You Say It’ Daniel Goleman talks about ‘artful performance feedback’ and gives the example of saying something to the employee on the lines of ‘When you do X, it does not help get to Y, because of […]

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