A few months back we published a blog about how to conduct annual performance reviews for senior staff.
I recently put together some questions for my senior staff to consider in advance of their Annual Performance Review discussions.
We have discussed the mechanics of the performance review process in previous blogs, and a key theme was that reviews are ‘a two-way street’.
Senior staff members bring considerable experience and insight to your business so you need to ensure you use the review event as an opportunity to tap into those insights for the benefit of your business, as well as the individuals involved.
If you choose to condone poor performance by a staff member, you’re sending a pretty negative message to other team members about your expectations for your business i.e. those expectations are pretty low!
And if you don’t deal with that individual with respect and in a professional and fair way, you’re also sending a negative message about your business culture and ‘how things are done here'.
The following cheat sheet sets out 4 strategies for turning around poor performance while taking into account the two points above, i.e:
- performance issues must be dealt with, and
- they must be dealt with in a respectful way.
A high-performing team is business 'nirvana'. A high-performing team:
- is one where both the individuals and the team as a whole are performing to their optimum potential
- is aligned and attuned to your vision for where you want to take the business
- drives the key tasks and aspects of the business to achieve both its short- and long-term objectives.
In our eBook, Managing staff for high performance, we discussed 6 key elements that you as a business manager, owner or leader need to think about as you go about your day-to-day activities, in order to positively manage staff and help develop them into a high-performing team. We've distilled that information into the following cheat sheet.
If this process is working well there should be minimal requirement for corrective action.
However, we're all humans and we're all fallible, so there is always room for improvement, as well as issues that can lead to performance below expectations.
The following cheat sheet contains some of our strategies for turning around poor staff performance.