Employee development is an important retention tool. When people feel their employer is helping them grow, they are more likely to stay at the company. Most people like it when they feel their boss has invested in their future. But what is performance management training? Why not just focus on potential? There is no easy answer when planning a meeting with the intent of better efficiency. And what does “better” even mean?
Performance management training go is not about an occasional team meeting a quarterly performance review. The smartest HR professionals that I know always look for more than the clinical approach to managing employee performance, as the human engagement aspect always matters! (look to organizations like SHRM, as they provide many free tools). I have found that when the business objectives are about the growth of the company and the individuals, we see results. Performance goes beyond skills. It takes and understanding of why people are held back from taking actions.
Every company I have worked with has different issues. Too often managers seek a performance management system training that is off the shelf. But one size does not fit all when you are dealing with people. Everyone has a unique background, education, experience levels, and mindset. My workshop takes a look at this from the person to the team and helps people mind the gap.
Make Performance Management Training a Safe Place
A program for performance management training first must identify the gaps between potential and performance. Potential does not equal results. We get excited about potential, but potential without action is just a line on the resume. Yet in conversations with hundreds of people I have found that few people like to announce their faults, roadblocks, and areas where they come up short.
To understand what is creating the gap, the training must be a “safe place” for people to explore their own background and that of the whole team. No two people have the same issues that are keeping them from achieving their potential. And yet too often we seek a single system to help everyone on the team.
My problems (and we all have some problems) are not better or worse than those of other people. Who has lesser issues is not a competition. If one employee faces a fear, that is a real thing to them. It should not be ridiculed or set aside. Interactive conversations about why people are stalled should not be worrisome or career limiting. Thus we often talk in generalizations to start the team discussion. Performance management training must be interactive and the topics need to be influenced by the participants. This is not a time for generic answers.
A Culture That Supports Growth
Later in the workshop people feel empowered, and sometimes confide in their coworkers what they need to excel. Suddenly if everyone can be supportive of the variety of things that are keeping the team from achieving. Then it becomes part of the company culture to celebrate victories for people who are growing and performing at higher levels.
When a group of people who work together really achieve a feeling of “team”, there is higher performance and more success. But most companies talk about building a supportive culture, few ever get there. In my corporate career I worked on only one team that had reached this level of support. However, every boss I ever had talked about their ability to lead their team and have this desired environment. Too often there was fear and behind the scenes undermining.
For my performance management training to work in the long run I need to be able to address this problem. We also often have an exercise where people anonymously can submit which company policies or traditions need to be killed off. It does not mean they will be, but if everyone in the company views something as a roadblock, it is really important that it is openly discussed.
Attain the Possible: The Paradox of Potential
If you are seeking an interactive program for your next company meeting, let’s talk about how we can get your team focused on crossing the gap between potential and performance. Your team can attain more success, and learn to understand why potential is not enough.
“Managing Your Potential” is a strategy for success in business. I work with the team, and have a series of follow up videos or live calls to make sure that each person is engaged in the process of their own ongoing personal performance management training.
I have been a professional speaker and trainer for over a decade. I understand that finding the right fit for your company meeting is never easy. Call me and let’s chat.
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Thom Singer – Performance Management Training – (512) 970-0398. Ask About Employee Training Programs. www.ThomSinger.com