Managing Performance (Summary)

416 WordsFeb 3, 20132 Pages
MANAGING PERFORMANCE The fundamentals of managing subordinate performance : 1. Evaluating Performance and Diagnosing Performance Problems 2. Providing Feedback on Performance 3. Coaching and Counseling subordinate to Improve Their Performance Evaluating Performance and Diagnosing Performance Problems Systematically review subordinates’ performance using the parameters of their job requirements such as ‘What do they do well?’, ‘What do they do poorly?’ and ‘What if anything can be done to improve their performance’. Below are some guidelines for conducting a thorough in-depth assessment and diagnosis of subordinate performance before giving them feedback : * Have you adequately prepared for the interview? * Can you make cause effect linkage between your subordinates’ strengths and weakness and tangible outcomes or measureable results? * How often and to what extent have you intervened in your subordinate’s area of responsibility? * To what extent are your own actions a source of your subordinates’ problems? * When diagnosing performance problems are you able to identify root causes? * Which of your subordinates limitations or weaknesses, cannot be corrected? If, in diagnosing performance problems, you conclude that unchangeable factor is source of major performance problems, then we need further diagnosis by underlying question of the subordinates’ overall effectiveness on the job compared to whether or not their strength outweigh (or compensate for) their limitations. Depending on the answer, there are two alternative actions ‘Move them out of the jobs’or ‘Retain them but compensate for their limitations’. * On what strengths can your subordinates capitalize to further increase their effectiveness? Providing Feedback on Performance Subordinates find it is easier to learn and improve their performance when they
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