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Strategic Executioner - Managers at the centre of the Performance Management System
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Strategic Executioner - Managers at the centre of the Performance Management System

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Published on

http://compensationinsider.com …

http://compensationinsider.com

CompensationInsider.com is a blog focused on Compensation & Benefits.

I write 3 times per week, on various C&B, Performance Management, Global Mobility and Governance topics.

I delivered this presentation at the Human Assets conference in Dubai in May 2012. Its premise is simple : to get better performance from your organisation, you don't need to lengthen or shorten your deadlines for appraisals, you don't need a new HRIS, you don't need to increase the on-target bonus or strengthen the link between pay and performance. You need to place line managers at the centre of your performance management system.

The presentation centers on the reasons why managers are so important for performance, motivation and engagement of your workforce.

Published in: Business, Technology

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Transcript

  • 1. Strategic Executioner : Heroes riseto manage performance  Sandrine Bardot - CompensationInsider.com  Human Assets Expansion Summit  Dubai, May 2012
  • 2. Your performance managementsystem is great on paper but doesnot deliver the expected results
  • 3. You’d like to see your organizationbecoming a high performance one
  • 4. Your process is not followed in thecompany and employees are cynicaland disillusioned about it
  • 5. You want to find a way to ensurebetter performance from theemployees
  • 6. The answer : make the linemanagers a pivotal element of yourperformance management system
  • 7. Action 1 : Managers ensure focus onthe “right” things
  • 8. They translate the company visioninto meaningful departmentalactivities
  • 9. Managers understand the visionand strategy of the organisation
  • 10. They see how their unit fits into thebigger picture
  • 11. They decide on value-addingactivities for the team that tie to thestrategy
  • 12. They ensure objectives are agreedand understood
  • 13. They translate department goalsinto team projects and activities
  • 14. They explain how team objectivesbecome individual ones
  • 15. They share regular updates on howthe company and unit are doing
  • 16. They act as role models
  • 17. Employees look at their manager todetermine what is acceptable or not
  • 18. Managers set the standard for theirteam
  • 19. If performance is important tomanagers, it will be important toemployees
  • 20. Action 2 : Managers createmotivation for employees
  • 21. They motivate by being positive yetacknowledging challenges
  • 22. They don’t take employees for foolsand treat them as adults
  • 23. Their positive slant transformspotential roadblocks into excitingchallenges
  • 24. They motivate by listening toconcerns and providing support totheir team members
  • 25. Their empathy makes employeesfeel respected and taken seriously
  • 26. Their active support proves to teammembers that the manager caresabout them and their success
  • 27. Employees can focus on deliverywhen they are protected fromproblems and office politics
  • 28. They motivate by celebratingsuccess and giving recognition
  • 29. This creates a positive, encouragingatmosphere
  • 30. Recognition is important for bothUAE Nationals and expat employees
  • 31. Action 3 : Managers driveperformance through feedback
  • 32. Feedback has a major influence onemployee performance
  • 33. Positive feedback makes employeesaware of what to repeat in thefuture
  • 34. Constructive feedback allowsemployees to take corrective action
  • 35. Timely feedback is relevant and hasimmediate positive effects onperformance
  • 36. The education given by managersenables employees to grow
  • 37. They don’t give employees afish, they teach them how to fish
  • 38. By investing in employee growth,they create a win-win situation fortheir team and themselves
  • 39. Employees will move mountains fora leader they love
  • 40. Making managers the centre of yourperformance management system isthe most effective way to improveyour organisation’s performance
  • 41. Thank you ! Sandrine BardotCheck out my blog for free articles 3 times a week. Compensation & Benefits with a Middle East flair ! http://CompensationInsider.com