Discuss expectations with the staff, set objectives and check in to assess progress. If staff members are not effective performers coach them or replace them. As a manager you cannot feel bad about letting someone go who could not perform despite being given the training, coaching and opportunity to do so. As long as you communicate with the staff and make sure that they know what is expected of them it will make your job easier when it comes time to review their work and their contribution.
If used properly, performance reviews can be valuable tools. When the objectives are made clear for what demonstrates expected performance and what is exceptional performance, the review process can be an objective measurement. Too often the review process is a popularity contest with poorly defined performance goals and objectives.
Being a manager is not an easy task. It can be made easier by making sure that everyone knows what their role is and is held accountable to it.
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