Mercer Human Resource Consulting

The scenario? The company has decided it needs to eliminate costs. Hundreds of jobs are on the line. The executives of each division have been directed at reducing costs by 35%. The voltage across the company is so thick you can cut with a knife. You know that some departments are completely eliminated because the work can be outsourced to save money. You're a manager with over 20 years old and you know that your department is not being eliminated.

You breathe a sigh of relief, after all, you have personal ties with the owners. You presented at a weekly meeting with your boss, and he will take by surprise? His work has been eliminated. His world changed in an instant! You do not understand! His performance reviews have been good for 20 + years! You've done your job! Nobody said you're not doing a good job! The shock is consumed in the coming months as they try to make sense of everything. (I do not know is that it has a long reputation of someone who is very difficult to work with them. Internal its many customers have complained that all the time.

You dismissed the complaints, and your boss has decided to treat or reflected in their performance evaluations.) This scenario is, in fact, really! Unfortunately, companies deal with the same scenario (with some details changed) over and over again. The lesson learned here? "Inadequate systems performance management" detrimental to individuals and businesses. For firms in recent years have worked furiously to improve the effectiveness of their performance management systems. Are being established core competencies, identifying performance goals and measures, and even talking about coaching in progress. A 2002 study by Mercer Human Resource Consulting reveals that coaching is still ongoing in short supply! The data indicate that 78% of employees surveyed said their managers routinely conduct annual performance. He also indicated that 26% said managers routinely provide feedback on current performance and training. Reality Check Would be surprised by a situation similar to the one mentioned above? My personal opinion is that the directors (all levels) do not give information or a permanent coach for they know not how. Today, there are a multitude of training programs and support systems for managers who really want to learn to train continuously. They can get their own coach, or can attend a workshop as "The Coaching Clinic e." More information can be found in the meantime, here are three ways you can begin to manage daily performance through training: Acknowledgement Take time to recognize the contributions. Give credit where it's due. I challenge them to play a bigger game. Inspire them to give the performance of a lifetime. Partnering with them in development projects. Addressing ask for more eloquent. Truly curious about their ideas and concepts. Give them the lead. Support them when they stumble. Encourage them to get up and try again. Send comments Be specific about what exactly makes the difference. Teach them how to make a difference (no more, do less, keep doing). Incorporate "lessons learned" discussions on each project. If your business is one that says: "Our employees are our greatest asset, now is the time to lead by example. By providing ongoing training, you will manage the performance of every day. And above all, your employees will feel they are its greatest assets.