How to Spot a Performance Dip

Business Discussion

Everyone has good days and bad days, don’t they?  You know those days when everything seems to go wrong, when we say the wrong thing at the wrong time or do the polar opposite of what was required at that moment.

As an effective leader, your job is to spot the difference between a temporary blip in performance and a much more serious dip. You need to know about performance issues before they become a problem.

There was a time when you could do this just by using your instinct or intuition and some managers still operate this way. However, times have changed. It is no longer good enough to operate using your experienced antenna as a guide to current performance levels.

Let’s face it: you are busy too. Organisations want you to be involved operationally as well as managerially, with customers and suppliers as well as with your team. Flattened structures puts pressure on everyone to do more with the same, or fewer resources.

Teams are more geographically spread, where the boss visits fewer times. They are also expected to be “self-managed” or “self-starters”

The questions are: How do you know if the team have “self-managed” themselves effectively? What are the signs they have/ haven’t? What measures are in place for you to know, for certain, that individuals are doing what they said they would?

Most busy Leaders tell me:

“We have measures in place such as reports and operational meetings. It’s a matter of Trust”.

Now, on the face of it, I shouldn’t have a problem with this answer, should I? However, reports and trusting people doesn’t allow you to be as proactive to issues that are coming at you, unnoticed over the horizon.

With the speed and pace of working life, relationships get as stretched as the resources we have at our disposal. We need to get as close to our team as we can, so that we can spot performance issues BEFORE they become an issue. This is the very definition of an effective leader.

How to do this?

Get closer to your team and the individuals in physical terms. Use your time wisely to spend enough of this valuable resource out there with individuals watching them while they go about their day dealing with their business.

Give open and honest feedback on what you see and hear. Giving feedback is an underrated skill, however it is the foundation for trust and high performance.

Practice visible leadership. Be noticed and notice the great work that your team are doing. Recognise the good stuff and you will get more of that!

Have a regular and frequent meeting with individuals specifically to talk about their performance and personal development. Best practice is once a month. You should talk about their achievements in the last month and any concerns they and you have. Discuss next steps for the following month.

“But I haven’t got time for this!” I hear you cry. I’ll ignore the fact that people are your biggest asset and you feel that you don’t have time for them!

Fortunately for you, I have a quick and easy way for you to have a performance conversation with your team once a month that won’t take up much time and will save you time over the medium to long term.

If you would like this FREE 4-step method, then please contact me:

Have your best week ever

Mervyn@masteri.co.uk

Mob: +44 (0) 7739 177 678

Email: mervyn@masteri.co.uk If you want to discuss your personal development aspirations

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About Mervyn Murray

International Leadership and Organisation Development Professional. Using a coaching style to support you every step of the way. Inspirational event speaker and father of 2.
This entry was posted in Communication, Customer Service, emotional Intelligence, Leadership, Performance Management, Time Management and tagged , , , , , , , . Bookmark the permalink.

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