HOW manage EMPLOYEES / STAFF
According to Kevin Dwyer, founder of Change Factory – a change management consulting firm, to manage performance of employees / staff you need technique and attitude. The first technique is to establish “standards of performance”. This is the minimum standard where one should not not have to achieve it. No one employee / staff may not ever achieve this standard without having to follow the counseling. Standards of performance include such things as personal safety and team level (team & personal safety), honesty and level of attendance. Standards of performance should also include measures that directly relate well with the work of someone on an individual basis (individual work roles) and also the goals of the organization (Organization goal). Reply minimum standards of performance should be set for parameters such as the completion of the project, the level of sales, costs, or the level of quality. By not setting the parameters as above, is tantamount to saying to the employees / staff you that his responsibility was to come to work, do not endanger the safety of themselves or colleagues, and not steal.
- The second technique related to that described above, which set targets for each employee / staff. This target is agreed upon for the same parameters or further elaboration of the parameters that have been established as the standard of performance above. Targets are set based on actual competency or competencies expected of an employee. For example, a sales trainee is not expected to produce a level of sales as a senior sales. However, somehow they are expected to sell. If they can not do that, then they should consider another profession.
- The third technique is to provide feedback and coaching to improve performance. Feedback should be done immediately, while the standard set is violated or the target is not reached. Feedback must be specific and must be communicated in a language that matches the receiver feedback. Coaching conducted among others by asking questions, using independent data and express their weaknesses / shortcomings employees clearly. Employees may also be asked to honestly assess their own performance and compare it with the level of performance they want to achieve. Moreover, coaching also have to generate the commitment of employees / staff you about what they are ready for change, support what they need to make that change, and time period to make the changes referred to.
Many people are struggling to learn how to provide feedback and coaching, when they become leaders. However, the technique is not enough.
Possibly Related Articles:
Posted in Business Ideas | 
Tags: Change management, Employment, Feedback, Human security, Management consulting, Parameter, Performance, sales