Argh the dreaded performance review, its that time of year!
- Andrew James
- Jan 20, 2020
- 2 min read
Updated: May 30, 2020
Are you a manager about to enter into Performance Review time? Or an employee about to complete yours with your direct line manager or heaven forbid two up manager?
Yes, it’s that time of year when you are either about to undertake your 1/2 year or full year performance review or that of your teams.
A lot of managers don't give the time necessary to team Performance Reviews, quality time that drives team and individual high performance. Unfortunately many managers have thoughts such as, gee- these suck up time.
Or as an employee your mind is racing and thinking, hope I get a good review and a pay rise! I turned up and did what I could each day, surely that should be recognised?
Then what happens next...
The Manager:- What did I say my team was going to achieve? What did I say I was going to achieve? What did I do differently to coach my team to execute the plan? I'm too busy for this!
The Team member:- Where did I leave my last plan?...Oh, here it is (3rd draw down where you left it 6 months ago!) Oh, those stupid KPIs, I did nothing different to achieve them, Why can't I just be left alone to do my job, I'm to busy for this!
All sound a bit too familiar?
Way To often, the above is the norm for managers / individuals as well as organisations. They just go through the motions of conducting performance review, because it's company policy, HR told me we had to do it.... etc etc etc.
Many wonder why they miss out on a pay rise or the opportunity of a promotion, without truly appreciating the correlation that applied effort and focus can have with their teams performance. Not to mention on their own careers and ability to influence their salary.
With a structured approach that allows the execution of a team’s / individual performance plans, it is quite amazing what results can occur. Just not business performance KPIs results, or the ability to influence your next salary review (these are great outcomes by the way), by being focused it also has significant impact on your team’s / individual’s engagement. Who doesn't like to be recognised when you achieve something? Having a systematic disciplined approach to executing your performance plan can achieve just this.
With over 25 years as a Senior Manager in the corporate sector 9ASX top 10 listed companies) , I have been able to develop a structure approach that delivers results across both Sales and Supply Chain via my Rule of 3.
If you want your organisation to stop reliving Ground Hog Day and not making progress against key objectives, reach out for a discussion on how the Rule of 3 can help your business.
Andrew James
The creator of The Rule of 3 - Complexity made simple
M: +61400371557
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