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| Fads come and go, but the basics go on
forever |
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Over the past thirty years, especially,
there has been an unending progression of management theories all
purporting to produce vibrant, value-driven, successful organizations
staffed with loyal employees. Most have been dismissed, sooner or later,
as fads, only to be replaced by the next “fad.”
While few, if any, of these approaches have lasted for more than a couple
of years, all are based on sound foundations—their weakness was in
creating the expectation that here, at last, was the silver bullet to
solve all management problems in a single concept. We know it doesn’t work
that way.
Performance Management is the application of training and development
techniques taken from all of these approaches as appropriate (they already
have a lot in common) within a larger initiative designed to introduce and
sustain changed work habits.
Awareness of and the impact from four areas or management endeavours
inform this initiative:
- Recruitment
- Training
- Job Aids
- Supervision
These cannot be considered separately, nor can extra
efforts in one make up for weaknesses in another, although co-ordinated,
appropriate efforts can be very effective.
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| Co-ordinated Programs |
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One-time workshops or courses cannot
reasonably be expected to do any more than raise awareness or knowledge
about new approaches—they hardly ever produce changed behaviour in the
employees who really need to improve.
A need for change in employee’s work habits or practices can come from a
recognition that an employee’s current performance is not meeting the
current work standards, or it may arise a pending change in the
organization’s way of doing business. But whether the organization is
stable and the employee is not matching up or the employee is satisfactory
and the organization is changing, our approach is to seek answers to these
questions:
- What is the desired performance?
- What is the present performance?
- Why is the desired performance not being realized
now?
- What needs to be changed?
- Why is the change not happening?
- What is in it for the employee to change or not
change?
Our approach is to incorporate the best of what we know
from over twenty years of providing training in Change Management, Goal
Setting, Feedback and Performance Review, Incentive Programs and Quality
Circles to create an on-going program to change and manage employee
performance.
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