The Conductor of the Orchestra Doesn't Play

The Captain of the Titanic Wasn't in Sales!

Communications Considerations for IPO Companies

Top 3 Ways to Market Your Teleclasses

Business Cards For Everyday People

1. Talk to Your People Often
   By building a great relationship with your people you will bring trust, honesty and information. This gives you a head start in Performance Management of your people.

2. Build Feedback In
   On the job two-way feedback processes gets rid of the nasty surprises that gives Performance Management such a bad name. By building it in as a natural activity, you take the edge away.

3. Be Honest
   By being frank and honest, which the preparation work in building a great relationship has afforded you, both parties treat each other with respect and see each other as working for everyones benefit.

4. Notice Great Performance
   When you see good stuff, shout about it! Let people know. Celebrate successes and filter this into formal processes.

5. Have a System
   Performance Management is a process and needs some formality - especially for good personnel practice and record. This need not be complicated, but it needs to be organised and have timescales.

6. Keep it Simple
   But do keep it simple. If you have a relationship with your people that is strong anyway, you already know what they are about. Formal discussions can be friendly and simple, with formality kept to a minimum.

7. Be Very Positive
   Celebrate great performance! Focus on whats going well. It's about successes and building on strengths, not spending ages on their weaknesses - that serves no-one. Go with the positives!

8. Achieve Their Needs
   Remember that we all have needs that we want fulfilling. By working with your people to create outcomes that will do this, you will strengthen your relationships and channel effort in a constructive direction.

9. Tackle Discipline
   Whilst it often happens, Performance Management is not about managing indiscipline. That has to be managed in a different way. By setting clear standards in your business that everyone understands and signs up to, discipline becomes much, much easier.

10. Learn from Mistakes
    As part of regular on-the-job and informal review, mistakes will come to light; things will go wrong. By using the What went well? And What could you do differently? format, the unsatisfactory performance becomes controllable and a positive step.

    Try these ten out, maybe not all together, but one at a time. Have fun! There are other benefits apart from just improving the performance of your people - can you spot them?

Martin Haworth

Thanks for taking a look at me! I work with people to help them realise their potential and make the most of their life. I also help managers to get the very best from their people, to make their businesses, teams, departments, whatever, to be successful.

Usually this is through my 'Coaching Managers to Coach' workshops, delivered worldwide, which includes experiential and hot-seat coaching for all participants - a great, fun learning experience. Click the big green link panel on any of the website pages!

There are over 1000 hints and tips, and that doesn't include the blog, which is updated pretty well daily, if not more often!

With a background in team management of groups from 6-300 and a great ICF coaching accreditation, I reckon I'm almost unique in my experience and training to make this work for you.

So take a look, checkout my other articles and maybe even set the blog page as a favourite:-) And, you know, if you want to get in touch, give me a call. I'll talk about almost anything, but I love helping people make the best of their workplace. Or e-mail me through the contact page on the site.

Ooops, I nearly forgot, I do manager soft-skills analysis with a programme called 'Intercept' and if you just want some one-to-one business coaching, I do that too. There's also a button on the navigation bar on the website pages for that too.

Fees, well, let me see, can I say that we can work something out? That's the way I work.

Thanks for happening by!

Martin