As we change the corner and head in to the last months of 2011, a lot of companies will begin the process of assessing how well workers performed against expectations. For some, it's an institutional ritual that should be done to meet a deadline to the HR calendar. For others, it is an possibility to enhance the potency of human money and direct additional development. Handling performance is an essential management discipline - ensuring workers understand the company's strategy, how occupation duties link to specific aims and Sustain Employee Engagement discovering the degree to which efforts interpreted into quantifiable results. Performance management systems take on many forms, from freestyle narratives and examine the carton competence lists to more elaborate MBO processes. Regardless of how it is done, the aim of any efficiency management program would be to maximize individual performance in the quest of company objectives. In essence, great performance direction is a set of interactions that transcend the particular processes used.
Learning from the Best
Most of us remember Socrates (and his pupil, Plato) as essential reading in philosophy course. Today, and outside of the academic setting, Socrates has a great deal to teach us about uncovering the reality through sense, self-examination and constructive dialogue. Not surprisingly, these happen to be essential elements of successful performance management. Socrates employed a technique known as the Socratic Method - a kind of questioning that attracts learning from within. This is what a great trainer does - helps you reach your potentiality by further developing the abilities that already exist. Human operation is a function of conscience thought and activity, where thinking drives conduct and conduct drives results.
Comprehending the System
Too frequently, performance management discussions are restricted to reviewing outcomes, activities and the reasoning for variances to plan. What we desire to attain is an open dialogue that supports unrestricted interest, positive feedback, probing questions, and challenging premises. These are typical behaviors demoed in a true learning organization.
We must focus on the functionality of the individual, if we want to enhance the operation of the organization. This is realized by participating in a beneficial, intellectual and non-confrontational dialogue to help workers better diagnose and analyze their own performance while identifying what needs to be done to get to the next degree.
Using the Technique
The 4 categories of questions listed below supply a forum for productive exchange in exploring behavior, presuming and outcomes; these questions can be modified to meet a given set of conditions. The significant point to remember is that questions like these should be applied in everyday discussions to: challenge beliefs and assumption, gain perspective and understanding, develop theories and assess results:
Gaining Understanding & View
What is causing this to happen? How did you come to this decision? What other viewpoints did you consider Are there any unanswered questions at this point? Has this happened before? Why is this essential? Tell me more about.....? Challenging Beliefs & Premises
Are there other explanations for what happened? What observations support your beliefs? How much is logic and how much is emotion? Are you supposing or do you know? Given your beliefs, what would occur if....? What happens if your assumptions are erroneous? Developing Concepts
Have we ever contemplated this approach before? How does your thought fit into the scheme? Are there any hazards or unknowns that should be evaluated? What are the reactions and thoughts of other stakeholders? What do we already know about this topic? What would this look like if completely executed? Desire level of self-confidence do you have in.....? What questions do we need to inquire? Appraising Outcomes
Is this how you expected it to turn out? What would you do differently next time? What can we learn from this? What were the intended and unintended consequences? How does this consequence impact ....? What is the importance of...? Who needs to know about this? Final Ideas
An organization grows and develops at the same rate as its workers. One way to hasten development is through a more powerful performance management process. Performance management is a vital action that should take place every day of the week through continuous and constructive conversation. Workers at all levels can improve the quality of their thinking by asking the appropriate questions and drawing out the potential in others. The best location to start the journey is by asking the question: "What would Socrates do"?