Don’t compare employees

We work with adults, well I know it doesn’t seem like that all the time and it doesn’t matter what position you hold.  But one mistake I see managers make is comparing one employee to another, like teachers may have compared you and your sibling when you were younger. 

It goes like this “When Amy was in your job, she always contacted the sales managers to get the monthly updates.  I think that was a better way than how it’s being done now.”  These kinds of remarks don’t prompt positive changes or win over employees.  If it truly worked more effectively when Amy did it, then why wasn’t this employee trained the same way. OK that’s too easy.  But you can say something like “How do you think we can get the sales managers to provide us with the monthly updates more effectively.  At one point we called them to get the updates, but I am open to whatever process you develop to get it done.”  This method still addresses the way it worked but allows the new employee to look at other options, while understanding this is important to accomplish.

So the next time you get that feeling to compare one person’s work with another, simply stop and think about one or more of these:

1. Compare performance and behavior against the goal or expectation
2. Compare performance against the standards set to earn a bonus or reward
3. Compare performance against some desired goal that your employee has expressed

Not just once a year – Performance Coaching

A critical part of the manager/employee relationship is open communication between the two.  What is  expected from the employee and how well are they accomplishing their responsibilities.  How should they expect you to lead them. Most Companies have a formal Performance Management Program used to evaluate performance on an annual basis, but informal, on-going performance coaching is critically important.  Reviewing performance should not just be an annual event, but rather a continuous cycle.

More specifically, performance management:

• is a shared responsibility between you and each individual who reports to you; some of us forget this
• provides mutual understanding between the manager and employee regarding what is expected of the employee and how well the employee is meeting those performance standards;  Employees can’t meet expectations, if they don’t know what they are.
• empowers the employee to perform a variety of tasks, and face new challenges for growth;
• sets and monitors progress against clear goals;
• includes regular documentation of performance;
• includes timely feedback on performance between the manager and employee;
• includes discussion on professional development;
• recognizes hard work and success; not just areas for improvement!

An effective performance management program provides many benefits to the organization and to its managers and employees.  Good performance management results in:

• focused movement towards organizational goals;
• informed employees;
• more successful and productive employees;
• more meaningful work for employees;
• better working relationships between managers and employees;  Mutual respect
• increased communication;
• legally defensible management decisions;
• all around better quality of interaction.

Remember regular communication and feedback doesn’t need to be complicated or a long process, it just needs to be regular. Some simple steps and commitment is all you really need.

Goal-Setting is as Easy as 1-3

Goal setting, one of those dreaded things companies do or should do once a year.   Here is a simple process Charlie Judy shares with us.

If you don\’t design your own life plan, chances are you\’ll fall into someone else\’s plan. And guess what they have planned for you…Not Much!

via Goal-Setting is as Easy as 1 3.

Is Your Ship Adrift?

Image by Brooklyn Museum via Flickr

As a leader, your team sees you as the captain of the ship.  Your team needs you to provide focus, direction and clarity.   However, the pressures of daily demands can force you to switch between various strategies or look for quick fixes to problems.  Giving in to these pressures can diffuse your teams focus.

Leader’s’ inconsistency leaves team members questions who is piloting the ship and in which direction it is going.  Inconsistency is, in essence, the anti-focus.  Employees wonder “why should I put the effort into this when something else will be the priority next week?”  Inconsistent focus is one of the quickest ways to undermine your credibility with your team.

So, what’s the solution for improved adherence and higher achievement? 

• As captain of your team, set your course and stick to it.  Your business goal may be providing defect-free products; providing the fast service available; developing leading edge products; or creating long-term lasting customer relationships, etc. It doesn’t matter what it is, but this focus should be the guide to all your decisions and actions. I am not saying that from time to time the plan doesn’t have to be slightly altered based on customer needs, economic changes and so on.  But clearly communicate your change of course to all.
• Surround yourself with competent people who are not afraid to push back on you and ask tough questions.  People who are willing to risk an uncomfortable moment for the sake of the entire group’s success are invaluable to you as the leader. 
• Don’t be tempted to take on the latest trend or respond to a perceived business need or threat without examining all the facts as well as the long-term impact of your ultimate business goal. 

One important way to demonstrate your direction with clarity is to say “no” to activities that do not support your ultimate goal.  When planning your organization or team activities, create a “Stop Doing List” in addition to all the new work you must perform to execute your plan.  Identify those activities, tasks, reports, and meetings etc. that do not support your goals.  If you can’t remember the goal of the task, it’s probably not that important.  Interestingly, your “Stop Doing List” may have a bigger impact on your teams’ ability to focus on the list of “To Do’s”. 

The ultimate competitive advantage, organizationally or personally, is being the very best at implementing a plan.  Your greatest challenge is not creating a new plan.  Your greatest challenge is adhering to your current plan.

“If you don’t know where you’re going you will probably end up somewhere else.” 

 Laurence J. Peter.

“Fear” The enemy of achieving your goals

Image by Paolo Margari via Flickr

We all know people who are talented, possess great ideas, values and goals. When they communicate their goals to you they are passionate and you can’t help but get excited about their journey.  And I believe they are sincere at that moment when they are talking. But as soon as it is time for them to follow through on their intentions with actions, it doesn’t happen. Somewhere between talking and action, they get caught up in something else, I’m too busy, there is a lot going on in my life, etc.  Succeeding is easy if nothing scares you. If nothing makes you hesitant, shy or nervous.

When you do not act, it is probably because some fear doesn’t allow you to follow through.  When you have a disparity between your goals and your actions, your actions will always be the truth.

It is difficult to move forward in reaching your true potential when you are stuck in fear and inactivity.  Yet we sometimes want all the stars to line up before we can take action.  Well, reality is the stars won’t always line up just right; however, you can do things that get them lined up close enough to take the plunge.

What goal you are working towards.  What are those things you need to do to meet that goal?  The things you do on a daily basis, are they supportive of your intention and the things you say you care about for yourself? If not, then what do you need to do to correct that? Are you willing to make those changes?

If not, then you may want to re-examine your goals. So often, people have created values and goals for themselves based upon what they think they “should” be doing or what someone else thinks is best for them. This approach might work for a while, but not for the long run.

Once you know what your true goal is, begin to take specific actions to move in that direction, establish some deadlines for yourself.  The next step is to let others know your action plan. Telling other people about your intentions is very important. You are making a public affirmation.

Remember leaders impact others by taking actions which reinforce their values. They have found something they truly believe in and are living by their values. Be a leader in your life. Be, think, feel and act in a way which is in accordance to your values and your goals for success. Opportunities will begin to appear.