Performance

Should employers worry about ‘ok’ performance? Should employees?

Jane JamesLeave a comment

I think so – here’s why…

The affects of the two sides shown in the illustration above will be highly visible to wider teams and management for very different reasons.

The red zone – not performing well. A plethora of potential reasons will manifest as low performance. Lack of training. Disconnection within the team/management. Lack of a feeling of belonging and so on. Employers will notice the performance and have choices on what to do about that. Hopefully, any planned intervention includes communication, exploration and agreement with the employee.

The green zone – performing well. When this become expected, it can often be taken for granted. This in turn can lead to churn as the employee feels undervalued. If employers are aware of the potential of taking great performers for granted – they can ensure they don’t! Valuing great performance every time, is empowering and creates a connection of belonging.

What can often go unnoticed is the middle section.

This may be the largest group of employees in some organisations. ‘OK’ performance – acceptable, could be great. Why aren’t employees in this section striving to be the best they can? Multiple reasons which can include feeling undervalued, isolated, not respected and so on. As the performance is acceptable, employers could miss the opportunity to increase performance through communication, training, empowerment, responsibility, respect, inclusion and so on.

An employer can deliver training for their core business operations but can sometimes be blinkered on the power of wellbeing and emotional intelligence training which can empower the whole employee.

Let’s consider the humble kettle. At 211 degrees we have hot water but just one degree increase gives us steam! Used across diverse industries from food, beverage, wood production, sterilisation, pharmaceutical, chemical reactions and so much more.

How awesome will organisations and ALL of their staff be if empowerment training is rolled out?

What could employers consider in this area?

  • Emotional Intelligence Culture Index – see where departments are in 10 key areas
  • Emotional Intelligence Assessments – see where the gaps are for individuals then close the gaps with coaching
  • Accredited Managing and Promoting Positive Mental Health and Wellbeing – self proactive and ‘first responder’ tools
  • Accredited Understanding and Promoting Positive Mental Health and Wellbeing – for non-managers
  • Basic emotional intelligence – how we show up matters
  • Make better connections
  • Know your conflict style – and manage it
  • Components of good conversations
  • Overcoming procrastination to act
  • Building self empowerment

How much more productive is a flourishing team to the business compared to one that is not?

Personal Evaluation – Good or Bad Thing?

Jane JamesLeave a comment

Traditionally, this has been carried out as an annual appraisal.  Usually, these are looked on with trepidation.  The build-up to the day, the 1-2-1 meeting and ultimate judgement on your performance.  Hopefully, it goes well…………. If it doesn’t you end up deflated.

 

As a trainer, I’m evaluated by every participant on every course.  This can be hundreds of evaluations on me every year!   Part of my business is encouraging the unemployed into work.  Supporting them as they overcome issues and doubts along the way.

 

Often, I’ve very lucky to get thank you gifts once people have gone into work and received their first salary.  This endorses my performance evaluation as it’s often a month or two after completion.  It’s really humbling to know I make a profound difference to people who I know will go on and support others.

 

Flowers & chocolates above from Unity & Co – aka Zara & Nabiha Growing Talent 13……..

 

In addition to Growing Talent, the employment programme I devised and run sponsored by PwC, I’m a Mental Health First Aid Instructor and Wellbeing Instructor.  Participants evaluate each course as well which is shared with hiring clients.

 

On reflection, I believe it’s much better to not wait until an annual appraisal to find out what others think of you professionally but ask along the way – ‘how am I doing?’, ‘is there something I could do better?’.

 

Giving ourselves the opportunity to reflect on what we do right and what we need to improve, make us much better human beings and work colleagues.