Poor Performance - Who's really to blame?

By Adrienne Goldsmith - csconsulting

When you mention the words "Performance Management" you may get a response of .Yes, I know how to give written warnings.! Or, .It.s so difficult to get them to change I really don.t have the time to go through all that people stuff..

he individual can have time to prepare.  Ensure they have a copy of the format you will cover.

IDP (Individual Development Plans) - Identified areas of improvement result in these from appraisals and give the individual a plan to work to.

Appraisals (6 monthly) - allow adequate preparation and feedback time to prepare.

Regular Team meetings - Time and date/days should be made where all can attend.

Team KPIs/Targets - Set these targets with the team/individuals based on previous performance.  Ensure they are achievable and if possible are linked to a reward.

Individual Goals - Within the 6 monthly process of appraisal, individual goals should be set with each team member.  These normally include personal, business related, performance targets.  Remember the *SMART formula.

Review regularly and give positive, constructive and supportive feedback and offer training where needed to allow the team and individual to achieve.

Follow these steps and as a result, become and be referred to as a fair and respected leader, and a mentor to those that you employ. 

*Specific, Measurable, Achievable, Realistic, Time bound.