Good advice from Ian Beacon on “4 Steps to Effective Performance Management“. I’ve added one.
- Manage your own work-flow, including knowing how you add value to your organization. I recommend (in ascending order of depth and effectiveness) “Eat That Frog” by Brian Tracy, “Getting Things Done” by David Allen, and “The Effective Executive” by Peter Drucker
- Manage the performance of your team, including setting the vision of your organization (or interpreting it for your team), setting your own and other’s goals, and regularly spending one-on-one time with all of your direct reports
- Identify, reward, and learn from your top performers – figure out what they’re doing that is so successful, duplicate them, and promote them. And no, the difference between a 3% and a 4.5% raise doesn’t cut it
- Address and resolve poor performance – yes, this is hard. If you can’t learn how to do this then stop fooling yourself and stop being a manager. You’re certainly not fooling anybody else. Remember that the lowest performing member of your team is setting the standard for performance for the rest of your team. Scary when you think about it that way, isn’t it?
- Encourage continual feedback – also known as open and honest (but not derogatory) communication. See the previous bullet.