5 Things Supervisors Can Do to Manage Performance
If you are a supervisor, you’ve lamented at one time or another, “why do I have to manage performance?” I know you have. I don’t think there is a supervisor out there who hasn’t, myself included. So, why do you have to manage performance? Well, it’s your job.
The best and most effective supervisors address performance willingly. This is more than a willingness to fire an employee, it’s recognizing employee needs for training early, distinguishing what can and cannot be trained, and provide assistance to employees, as is practical.
Just because a supervisor is willing to address performance, doesn’t make it easy. Here are 5 things that can help:
- Develop, communicate and issue performance standards that include key, critical elements of the position, are based on objective criteria, and reasonably inform the employee of what’s expected.
- Incorporate performance discussions as a regular part of business. Have candid, forthright dialogue, provide constructive, respectful feedback, and apply the same standards equally to all.
- Intervene as soon as an issue arises. Do not wait for the situation to worsen, hope it goes away or wait for the straw that breaks the camel’s back. Be data driven, job-based and factual.
- Check your ego at the door. This is not about you. Address all issues raised by the employee. Be committed to a successful outcome and frame your conversations with this in mind.
- Hire Smart. Do a thorough job assessment to identify the skills required for success in the position, interview to assess those skills, and do your homework by thoroughly checking references.
Performance management, done right, can be a very rewarding part of a supervisor’s job.
