Performance Management

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Basic steps through the performance management process for supervisors.

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  • Performance Management

    1. 1. Underground Vaults and Storage, Inc Performance Management 4/2009 Performance Management (How to get your employees to do what they need to do, and why they don’t just do it to start with)
    2. 2. Underground Vaults and Storage, Inc Performance Management 4/2009 Overview • Purpose of performance management • Problems with the general concept • 2 types of problem performers • 16 reasons for poor performance • Roles of the manager/supervisor in performance managing • Corrective Action process
    3. 3. Underground Vaults and Storage, Inc Performance Management 4/2009 Purpose • Managers must do specific things at specific times to influence performance outcomes • Work planning • Follow up – To maintain performance – To improve performance
    4. 4. Underground Vaults and Storage, Inc Performance Management 4/2009 Problems with concept • Negative connotation • What do you think of? Detective snooping around? Digging up dirt on an employee? Tattle-telling? He said – she said conversations? • New phrase to consider; – Preventive Management – like preventative maintenance- keeps things running right by denying people the opportunity to fail
    5. 5. Underground Vaults and Storage, Inc Performance Management 4/2009 2 types of problem performers • Deadbeat employee – Misses work (sick, time off, late) – Does just enough to stay employed – Actively and openly critical of company – Always unhappy with policy or company direction – Complain, gossip, criticize – Impacts workplace negatively, constantly, insiduously and their attitude ‘snowballs’
    6. 6. Underground Vaults and Storage, Inc Performance Management 4/2009 The Deadbeat • Figure out what went wrong • Do something about it Last resort; • Move on to next employment opportunity
    7. 7. Underground Vaults and Storage, Inc Performance Management 4/2009 2 types of problem performers • Someone not meeting expectations – Miss deadlines – Procrastinate – No initiative – Defensive to coaching – Underperforming capabilities – Not fully engaged
    8. 8. Underground Vaults and Storage, Inc Performance Management 4/2009 16 reasons for poor performance • They don’t know why they should do it • They don’t know how to do it • They don’t know what they are supposed to do • They think your way will not work • They think their way is better • They think something else is more important
    9. 9. Underground Vaults and Storage, Inc Performance Management 4/2009 16 reasons for poor performance • There is no positive consequence • They think they are doing it • They are rewarded for not doing it • They are punished for doing what they are supposed to do • They anticipate a negative consequence • There is no negative consequence for performing poorly
    10. 10. Underground Vaults and Storage, Inc Performance Management 4/2009 16 reasons for poor performance • Obstacles beyond their control • Their personal limits prevent them from performing • Personal problems • No one could do it
    11. 11. Underground Vaults and Storage, Inc Performance Management 4/2009 It’s up to YOU • Set performance expectations – Clear, Concise, Comprehensible, Correct • Collect data to measure performance – Facts, reports, documented, objective • Compare results and expectations – Honestly, equally • Corrective action if needed
    12. 12. Underground Vaults and Storage, Inc Performance Management 4/2009 Corrective Action Step 1; Verbal Step 2; Written Step 3; Final Termination
    13. 13. Underground Vaults and Storage, Inc Performance Management 4/2009 Corrective Action • Not easy • Employees expect you to fix the problem • Employees should know before they receive corrective action that they are underperforming • Next up, Difficult Conversations

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