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Managing Corrective Communication

Good communication is the foundation of the performance management process. Communicating effectively helps in motivating employees to reach their performance goals. We will look into the role of positive communication methods and reveal how you can improve employee productivity.

The performance management process is just words on a company manual until it is implemented by managers. Yet even when implemented, the goal of the process can be subverted by an unplanned follow through. Things you should keep in mind:

Disciplinary Feedback
Keep it positive
Remember, the process of managing performance is about building something up, not tearing it down. It is important to keep the dialogue positive. The ideal method for accomplishing this is to praise the employee for their efforts, observe that there are areas that are of concern, and then end the dialogue with another upbeat statement of recognition and confidence in the employee’s ability to meet the performance criteria.

Always be discrete. It cannot be stressed enough that respecting the employee’s self esteem is vitally important. Creating a scene, publicly rebuking the employee or any other public displays of displeasure not only damage the employees good will toward the company, but it sets up the manager in a confrontational us against them situation. It is the manager’s job to work with the employees on a partnership level. When an employee feels they have a stake in the success of the enterprise, they will give back in a more productive manner.

Keep it one to one
Never conduct performance management duties, especially when it’s about corrective feedback, by email or memo. Giving feedback should always be done face to face to avoid any misunderstandings. Communication is two ways. You are not only there to recommend ways to improve, also to listen to the employee.

Manage your presentation
Always keep your composure. Do not come down too authoritatively as a parent, but communicate with the employee as a collaborator. Avoid the appearance of being critical. Always coach your feedback as ways to improve performance.

Open up the dialogue
Keep it conversational: Don’t talk to the employee but rather, talk with them. Some people need time to deliberate on what you are communicating. It is important that you ask the employee for feedback and their thoughts on what you said.

Always keep in mind that employee management relations are a collaboration between management and employees, with management leading the way. Effective leadership begins with a strong emphasis on good communication.