How to Manage Performance
By Robert Bacal
()
About this ebook
Inspire your people and achieve breakthrough productivity
Packed with inside tips on achieving performance levels once thought unattainable, How to Manage Performance provides you with the goal-focused, commonsense tools you need to stimulate productivity in any environment. Get the hands-on knowledge and insight you need to:
How to Manage Performance will help you increase the productivity of your staff, improve morale, and align individual employee performance with the goals of your organization.
Robert Bacal
Robert Bacal is a book author, business consultant, trainer and educator. His books published by major publishers (McGraw-Hill & Alpha Press - 'Idiots' Guides) have sold over half a million copies worldwide and been translated into a number of languages including French, Spanish, German and Chinese. In addition he writes and publishes through his own company Bacal & Associates, and is located near Ottawa, Canada. His academic background (M.A. and Ph.D. course work completed) in Applied Psychology allows him to bring a unique, yet practical perspective on human communication, conflict, customer service and management. http://work911.com
Read more from Robert Bacal
Perfect Phrases for Performance Reviews 2/E Rating: 4 out of 5 stars4/5Perfect Phrases for Customer Service, Second Edition Rating: 0 out of 5 stars0 ratingsPerformance Management 2/E Rating: 0 out of 5 stars0 ratingsThe Complete Book of Perfect Phrases for High-Performing Sales Professionals Rating: 0 out of 5 stars0 ratingsPerfect Phrases for Setting Performance Goals, Second Edition Rating: 5 out of 5 stars5/5The Uncommon Art And Science Of Giving Feedback Rating: 0 out of 5 stars0 ratingsPerfect Phrases for Performance Reviews Rating: 4 out of 5 stars4/5The Manager's Guide to Performance Reviews Rating: 0 out of 5 stars0 ratingsSave Your Relationship By Learning To Fight Fair (Learn-Bytes Series #1) Rating: 0 out of 5 stars0 ratingsPerfect Phrases for Managing Your Small Business Rating: 0 out of 5 stars0 ratingsPerfect Phrases for Performance Reviews (EBOOK BUNDLE) Rating: 0 out of 5 stars0 ratings
Related to How to Manage Performance
Related ebooks
Performance Management 2/E Rating: 0 out of 5 stars0 ratingsPerformance Appraisal Essentials: A Practical Guide Rating: 0 out of 5 stars0 ratingsPerformance Management: Is it Time to Coach, Counsel or Terminate Rating: 0 out of 5 stars0 ratingsPerfect Phrases for Performance Reviews Rating: 4 out of 5 stars4/5Retaining Top Employees Rating: 0 out of 5 stars0 ratingsHow to Manage People: 7 Easy Steps to Master Management Skills, Managing Difficult Employees, Delegation & Team Management Rating: 0 out of 5 stars0 ratingsHow to Raise Your Expectation Rating: 0 out of 5 stars0 ratingsEmployee Performance, Positioning & Growth Rating: 0 out of 5 stars0 ratingsHow to Improve Performance through the Balanced Scorecard Rating: 3 out of 5 stars3/5How to Be Good at Performance Appraisals: Simple, Effective, Done Right Rating: 5 out of 5 stars5/5Successfully Managing Your Engineering Career: No Nonsence Manuals, #5 Rating: 0 out of 5 stars0 ratingsBest Practices: Evaluating Performance: How to Appraise, Promote, and Fire Rating: 5 out of 5 stars5/5The Optimum Manager Rating: 0 out of 5 stars0 ratingsTarget the Work, Not the Worker: How to Be a Better Boss Rating: 0 out of 5 stars0 ratingsManaging Employee Performance Rating: 0 out of 5 stars0 ratingsWays To Increase Productivity At Work Rating: 0 out of 5 stars0 ratingsPerformance Management Rating: 0 out of 5 stars0 ratingsWork Smarter, Not Harder: Techniques for Improving Productivity in the Workplace Rating: 0 out of 5 stars0 ratingsGreat Answers, Great Questions For Your Job Interview, 2nd Edition Rating: 4 out of 5 stars4/5Learning Leadership: Tools, Techniques and Tips to Become the Best Boss You Can Be! Rating: 0 out of 5 stars0 ratingsManaging Employee Performance Rating: 5 out of 5 stars5/5Coaching for Improved Work Performance, Revised Edition Rating: 4 out of 5 stars4/5Perfect Phrases for Performance Reviews 2/E Rating: 4 out of 5 stars4/5How to Make the Most of Your Performance Appraisal: Adopt a winning attitude and reap the benefits Rating: 0 out of 5 stars0 ratingsDeveloping Employees Rating: 4 out of 5 stars4/55 Habits of High Impact Managers SecondEdition Rating: 0 out of 5 stars0 ratingsEmpower Your Inner Manager: Essential Skills, Self-Assessment, and Effective Planning That Secure Successful Careers Rating: 0 out of 5 stars0 ratings
Leadership For You
The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You Rating: 4 out of 5 stars4/5How to Win Friends and Influence People: Updated For the Next Generation of Leaders Rating: 4 out of 5 stars4/5Emotional Intelligence 2.0 Rating: 5 out of 5 stars5/5The Intelligent Investor, Rev. Ed: The Definitive Book on Value Investing Rating: 4 out of 5 stars4/5Summary of The 48 Laws of Power by Robert Greene Rating: 4 out of 5 stars4/5The 7 Habits of Highly Effective People: 30th Anniversary Edition Rating: 5 out of 5 stars5/5The 5AM Club: Own Your Morning. Elevate Your Life. Rating: 4 out of 5 stars4/5Carol Dweck's Mindset The New Psychology of Success: Summary and Analysis Rating: 4 out of 5 stars4/5Crucial Conversations: Tools for Talking When Stakes are High, Third Edition Rating: 4 out of 5 stars4/5The Five Dysfunctions of a Team: A Leadership Fable, 20th Anniversary Edition Rating: 4 out of 5 stars4/5The Introverted Leader: Building on Your Quiet Strength Rating: 0 out of 5 stars0 ratingsDivergent Mind: Thriving in a World That Wasn't Designed for You Rating: 4 out of 5 stars4/5Everyone Communicates, Few Connect: What the Most Effective People Do Differently Rating: 5 out of 5 stars5/5The 21 Irrefutable Laws of Leadership Workbook: Revised and Updated Rating: 5 out of 5 stars5/5How to Lead When You're Not in Charge: Leveraging Influence When You Lack Authority Rating: 4 out of 5 stars4/5Your Best Year Ever: A 5-Step Plan for Achieving Your Most Important Goals Rating: 4 out of 5 stars4/5The Ideal Team Player: How to Recognize and Cultivate The Three Essential Virtues Rating: 4 out of 5 stars4/5How to Get Ideas Rating: 5 out of 5 stars5/5The Hard Thing About Hard Things: Building a Business When There Are No Easy Answers Rating: 4 out of 5 stars4/5Multipliers, Revised and Updated: How the Best Leaders Make Everyone Smarter Rating: 4 out of 5 stars4/5Spark: How to Lead Yourself and Others to Greater Success Rating: 5 out of 5 stars5/5Robert's Rules of Order: The Original Manual for Assembly Rules, Business Etiquette, and Conduct Rating: 4 out of 5 stars4/5The Catalyst: How to Change Anyone's Mind Rating: 4 out of 5 stars4/5I Moved Your Cheese: For Those Who Refuse to Live as Mice in Someone Else's Maze Rating: 5 out of 5 stars5/5The 360 Degree Leader Workbook: Developing Your Influence from Anywhere in the Organization Rating: 4 out of 5 stars4/5The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People Rating: 4 out of 5 stars4/5
Reviews for How to Manage Performance
0 ratings0 reviews
Book preview
How to Manage Performance - Robert Bacal
Managing performance
Why should you care about managing the performance of your employees? Because communication between manager and employees is essential for increasing productivity, improving morale and motivation, and allowing coordination of each employee’s work with the goals of the unit and the organization.
Many managers dislike performance management. They try to avoid it or they try to cut corners or they simply mess up. It’s often because they don’t understand performance management.
So, they’re focusing on the wrong things. They focus on appraisal rather than planning. They focus on a one-way flow of words (manager to employee) rather than dialogue. They focus on required forms rather than communication. They focus on blaming rather than solving problems. They focus on the past rather than the present and the future.
So they waste time and effort and just don’t get out of performance management the benefits that it can provide—if done properly. In fact, their time and efforts often only make the situation worse.
Performance management is an ongoing communication process, undertaken in partnership between an employee and his or her immediate supervisor, that involves establishing clear expectations and understanding about the following:
the employee’s essential job functions
how the employee’s job contributes to the goals of the organization
what it means, in concrete terms, to do the job well
how job performance will be measured
what barriers hinder performance and how they can be minimized or eliminated
how the employee and the supervisor will work together to improve the employee’s performance
That’s what these 24 lessons are all about.
Performance management is an investment up front so that you can just let your employees do their jobs. They’ll know what they’re expected to do, what decisions they can make on their own, how well they have to do their jobs, and when you need to be involved. Done properly, performance management can save you time and effort.
I can’t give you recipes for success, because it’s impossible to use a cookbook approach to managing performance. No one way will work for every manager with every employee in every situation.
I hope that you’ll find in this little book principles and actions that will help you get more results from the time and effort you put into managing the performance of your employees. After going through these 24 lessons, you’ll have a good grasp of performance management, so you can develop a way of doing it that helps you succeed at helping your employees succeed.
Performance management is, in some ways, very simple and, in other ways, very complex. It consists of lots of parts and requires some skills. But if you approach it with the proper mindset, you can make it work—and pay great benefits.
Stay old school
Modernize your thinking
One of the challenges of making performance management and appraisal work involves leaving behind older ideas of how work gets done, the roles of manager and employee, and the purposes associated with performance management. For example, managers who believe their role is to tell staff what to do rather than work with them to solve problems don’t fare well with performance management. Managers who believe performance appraisal is the venue for bashing employees over the head don’t do well. And managers who refuse to take on the role of helping everyone succeed quite simply don’t get