Comments on: Management Training Tips: How to Address Poor Performance http://www.siliconbeachtraining.co.uk/blog/management-training-tips-how-to-address-poor-performance/ Thu, 23 May 2013 17:35:51 +0000 hourly 1 http://wordpress.org/?v=3.5.1 By: Jeff Leeth http://www.siliconbeachtraining.co.uk/blog/management-training-tips-how-to-address-poor-performance/#comment-463500 Jeff Leeth Thu, 28 Apr 2011 04:16:32 +0000 http://www.siliconbeachtraining.co.uk/blog/?p=1530#comment-463500 Speaking as a HR Manager, my least favorite thing about appraisals is unprepared managers (no documented performance expectations or communicated standards). Performance management is process based, not just an annual subjective appraisal. Most organizations are administratively lazy. They shortcut performance management to a minimal formal function: just the employee appraisal. Performance management is all about communication, feedback, monitoring, and mentoring. This fundamentally requires mutual understanding of performance standards and teamwork between manager & subordinate to insure success long BEFORE the appraisal.

]]> By: Jackie Wright http://www.siliconbeachtraining.co.uk/blog/management-training-tips-how-to-address-poor-performance/#comment-463499 Jackie Wright Wed, 27 Apr 2011 11:19:43 +0000 http://www.siliconbeachtraining.co.uk/blog/?p=1530#comment-463499 In my experience managers who only talk to their staff about ‘how things are going’ once a year , have real difficulty when things are not going well. Showing real interest in people throughout the year, making sure you have given them clear guidance in terms of what you want them to achieve, and frequently keeping in touch with how they are doing in delivering those outcomes will make that appraisal review so much easier – for both sides.

Links:
http://www.thewinningpeople.co.uk/2010/08/positive-performance-review-easy-to-follow-guide/

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