Performance Management

Coaching Through Performance Management

ManagerAndEmployee-AgnesMwilaCoachPerformance management has a different meaning to different managers and employees.

Employees feel that they work hard throughout the year, and yet in the end they get disappointing reviews which they did not expect because the manager has not been truthful with information. This creates an ill feeling for an employee towards the manager.

How do we know that the manager has followed the guidelines set by the company?

How hard is it for a manager to separate their personal feelings towards an employee from work performance in order to keep their feelings from influencing their decisions?

I ask leaders what measurements they have in place for developing employees. I get surprised at some of the answers I get…Some tell me it is the responsibility of employee only to know what the employee’s goals are so they can prove themselves at end of the year of how they completed their projects.

When I coach leaders, I emphasis how to be successful in working with employees effectively, which includes being open and informing the employees which improvements and which areas they need to focus on. If they follow these guidelines, there are no surprises at the end of the year.

Performance Managing Guidelines:

  1. PerformanceEvaluation-AgnesMwilaCoachAt the beginning of the year, a manager should meet with the employee to review the employees’ goals and objectives and make sure they are realistic and achievable.
  2. The employee or manager sets a one-on-one monthly or weekly meeting in which to review the employee’s progress.
  3. Managers should be responsible for coaching the employee during the year to make sure they improve in the areas they want and need to improve.
  4. The manager should be candid and truthful with the evaluation to help an employee succeed.

What can an employee do to avoid surprises at the end of the year?

Ask the manager frequently throughout the year, to help him/her understand which areas need improvement before the year ends.

  • It is a responsibility of the manager to avoid misunderstandings at the end of the year.
  • The employee is responsible for making sure everything is in order, and to have a clear understanding of what the manager is saying and what it means.

However, I can offer advice to employees to document all projects you work on, and have a profile ready
at the end of the year. Although I have personally done that, yet I was told that what I did, although they related to my performance management, was not good enough.

If your goal is to become a better, more effective leader – Please contact me  at 425-879-1677 or email me from my Contact Form.

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