Your guide to ensuring that your line managers are improving performance:

It doesn’t take a business guru to tell you that if you want your company to thrive, you need to make sure that your staff are firing on all cylinders. Of course though, as is often the case when it comes to the tricky business of managing people, this can be much easier said than done.

If you want to achieve big things, you need clear and effective processes in place to help you to get there. Your line managers play a huge role in creating a productive and high-performing culture, and you need to ensure that you’re driving them in the right direction.

Here, we share some of our tips for encouraging your line managers to step into their roles and play an active part in improving performance.

Create procedures that underpin your objectives

Your line managers can often only operate within the constraints that you provide them with. If you want them to excel in particular areas, you need to create a framework that allows them to do so. For this reason, it’s important that you consider what you already have in place that helps staff to reach their full potential.

Do you have a policy that outlines how often and in what format performance discussion should happen? Is there something in place that ensures the work is being carried out? Who ultimately chases things up to ensure that procedures are being followed? It’s not necessarily about ticking boxes, but you do need to create systems that encourage the day-to-day tasks to be carried out.

Give your managers the confidence and skills they need to have meaningful discussions

Unfortunately, making sure that performance discussions are taking place is only the first hurdle. It’s not so much about frequency, as it is about the quality of the conversations that are happening.

At the end of the day, talking about performance and addressing areas of concern can be daunting, even for the most experienced line managers. It’s important that you give them the opportunity to hone their skills, and to keep developing them on a regular basis. Consider how you can do this within your business. It may be the case that you need to roll out some training sessions, or perhaps you need to have your own one-on-one discussions with your management team so you can better understand how you can support them.

Encourage your managers to facilitate career development in their teams

Performance management isn’t just about fixing problems and making sure that the work gets done within a specified frame of time. It’s about looking ahead towards the future and ensuring that your business has the right kind of talent to drive operations forward and achieve growth.

The key takeaway here is that if your employees aren’t being given a chance to flourish, they’re likely to start looking elsewhere. Do you really want to lose your talented members of staff to your competitors? Be sure that your line managers are having open and honest conversations with their direct reports about where they see themselves in the next five years, and that information is taken seriously and considered when it comes to planning the direction of the business as a whole.

If line management capability is something that you want to improve, we can help. We believe that successful businesses are created when leadership teams are given the tools they need to excel. Contact us for an initial discussion about how we could bring our practical approach to your business.

Give us a call today!

Website: www.TheWorkforceConsultants.com

Facebook: https://www.facebook.com/theworkforceconsultants

Your appraisals probably aren’t fit for purpose. Here’s what to do about it:

Recent research from PwC revealed that two thirds of larger companies are thinking about revamping their appraisals processes. The Performance Management Research found that businesses are becoming increasingly eager to ditch the once-a-year approach and instead concentrate on developing practices that create a continuous feedback culture.

It’s often suggested that it’s time for appraisals to be scrapped in favor of more business-focused solutions, but it’s unlikely that savvy leaders will be taking them completely off the agenda anytime soon. After all, if you want your staff to achieve great things, you’re going to have to ensure that you’re giving them the right kind of support. Appraisals still have a very important role to play.

But it’s true that it may be time to update your approach, and consider how you can make your performance management systems really work for your business. Read on to find out more about the directions that you might want to take in the future.

How can you harness technology?

Technology is changing the way that we work and the way that we carry out our everyday tasks, so it makes sense to think about how it could be used to provide a better solution to facilitate effective performance management. Some leaders will see this as a headache, but once you get past the teething issues, it could prove to be one of the best things that you ever do.

A system that’s accessible on the go could be just what you need to make sure that assessing performance is something that happens on a regular basis, and not just at the end of the year as a last-minute activity. The beauty of turning to technology is that you can create a system that meets all of your needs. Want the ability to hold discussions remotely? Want staff to be able to quickly upload evidence of their achievements? Anything is possible. The prospect of having less paperwork will certainly appeal to many!

How can you provide value for your employees?

One of the main reasons appraisals are sometimes so passionately disliked by employees is because they fail to see the value that they can offer, not just to the business, but to themselves as individuals. Performance management mechanisms can be seen as a way of ‘checking up’ on them, and bringing to light the areas in which they aren’t hitting the mark. When you think about it like this, it’s no wonder that you’re struggling to get your staff on-board.

Consider what kind of changes you might be able to make to turn the tables. How can you ensure that the process helps employees to reach their own career goals and get to where they want to be in your business? And importantly, what happens after the discussions have taken place? Your workers are much more likely to feel that the process brings value if they can see that changes are being made and that they’re being enabled to sharpen their skills.

Keep your eye on the bigger picture, but also try delving deeper into the aspects where you can make a real change. Need a little help with getting off to a great start? Get in touch. We’d be happy to discuss how we might be able to assist when it comes to getting your appraisal processes up to speed.

Give us a call today!

Website: www.TheWorkforceConsultants.com

Facebook: https://www.facebook.com/theworkforceconsultants