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You might think that Performance Management is self-explanatory, but it actually isn’t. Many people misinterpret Performance Management! Our performance in the workplace links to the desired result. So what we do ourselves, managing our actions so we can achieve good results is what we can call Performance Management. It does not have anything at the top of our game every day, and it is not a new game-changing motivational tool.
Having a set program of what performance management looks like within a business sets it up for success. Quite often in smaller operations, which is often the case for entrepreneurs, performance management is not a major focus. It’s seen as something more innate and “there”. When outcomes are good it means everyone is performing at their peak, but this isn’t always the case.
Coming in from the get-go with a performance management program is ideal as it creates a healthy culture. Setting expectations and linking them to their natural outcomes is good for everyone. Doing this early, and not when things are going badly avoids the appearance of it being a Band-Aid solution. The appearance of being reactive never instils confidence in any leader, after all.
It’s crucial that a performance management program not be punitive or heavy-handed, especially in tone. It should convey notions of being a team, being…
