Build a High-Performing Team with Effective Management
Managing performance doesn’t have to be frustrating or unproductive. Traditional performance reviews often leave people feeling discouraged and stuck. Instead, imagine a system that motivates your team, promotes creativity, and focuses on catching people doing things right. Discover a fresh approach to performance management that builds a supportive, high-performing team and drives lasting results.
Story Time: A New Management System & Performance Review
Shortly after developing my Make-You-Happy Management system for other businesses, we had a friend over for dinner. My wife had told her that I had been in Florida and Michigan giving presentations on my management system, so she said, “Tell me about this management stuff you’re doing.”
She was retired from a large aerospace company in the Puget Sound area and I knew she had never been in management so rather than talk about systems, management theory and all of the problems managers face I took another approach.
I said, “When you were at B***** you did performance reviews, right?”
She rolled her eyes and said, “Yes.”
I asked, “What did you think of them?”
She replied, “They Sucked!”
You need to understand that Mary is one of those people who wouldn’t say sh** if she had a mouthful, so I knew I had the title for my book, “Performance Reviews Suck.”
I speak to a lot of groups and I often ask how many of the people in the room have been on the giving or receiving end of a performance review. Most of the people in the room raise their hand. Then I ask, “How many of you like performance reviews, think they are motivating, and lead to the results that the organization wants?” Once in a while, a hand or two will go up, but most often, no one raises their hand.
Better Alternative: Personal Development Interviews (PDIs)
During a recent conversation with Mary, I presented a question that challenges the traditional approach to performance evaluations. I asked, “Given the choice between a Performance Review and a Personal Development Interview, which would you prefer?” Without hesitation, Mary’s response was clear, “A Personal Development Interview.”
Real Problem with Performance Reviews
If you have ever been part of a performance review, either as a reviewer or a recipient, you likely understand the dread they inspire. Commonly, these sessions are not only demotivating and discouraging but fundamentally flawed in driving the desired behavior. Despite my best efforts to maintain a positive outlook during these reviews, I personally found them disheartening and ultimately counterproductive. This realization prompted a significant shift in my management philosophy back in 1993.
The Evolution of My Management System
When I first devised my management system, I aimed to take decisive control of both my business and personal life. However, I soon recognized a critical component was missing. Initially, the system effectively set clear expectations but continued to rely on the traditional model of performance reviews.
It wasn’t until 2005, when I met Vince Zirpoli, that I discovered the missing link in my system. With Vince’s insights, I was able to refine my approach to create a Performance Management System that genuinely works.
Catching People Doing Things Right
The cornerstone of this evolved system is a shift from focusing on mistakes to recognizing and rewarding correct actions. Traditional business management often operates on a principle known as management by exception, primarily watching for errors and missteps, which stifles creativity and innovation. This method can be incredibly demoralizing, as it discourages risk-taking and initiative.
In contrast, our system encourages catching people doing things right. This philosophy not only boosts morale but also fosters a culture of empowerment and continuous improvement. By acknowledging and celebrating successes, we encourage our team members to take initiative, which in turn drives productivity and growth across the organization.
A System That Builds, Not Breaks
Our revised approach to performance management has transformed our work environment. By fostering a supportive atmosphere, we not only see enhanced productivity but also improved creativity and cooperation among our team. This is the essence of effective management—creating a motivating environment that permeates the entire organization, encouraging everyone not just to participate but to thrive.
