http://compensationinsider.com CompensationInsider.com is a blog focused on Compensation & Benefits. I write 3 times per week, on various C&B, Performance Management, Global Mobility and Governance topics. I delivered this presentation at the Human Assets conference in Dubai in May 2012. Its premise is simple : to get better performance from your organisation, you don't need to lengthen or shorten your deadlines for appraisals, you don't need a new HRIS, you don't need to increase the on-target bonus or strengthen the link between pay and performance. You need to place line managers at the centre of your performance management system. The presentation centers on the reasons why managers are so important for performance, motivation and engagement of your workforce.

1. Strategic Executioner : Heroes rise
to manage performance
 Sandrine Bardot -
CompensationInsider.com
 Human Assets Expansion Summit
 Dubai, May 2012

2. Your performance management
system is great on paper but does
not deliver the expected results

3. You’d like to see your organization
becoming a high performance one

4. Your process is not followed in the
company and employees are cynical
and disillusioned about it

5. You want to find a way to ensure
better performance from the
employees

6. The answer : make the line
managers a pivotal element of your
performance management system

7. Action 1 : Managers ensure focus on
the “right” things

8. They translate the company vision
into meaningful departmental
activities

9. Managers understand the vision
and strategy of the organisation

10. They see how their unit fits into the
bigger picture

11. They decide on value-adding
activities for the team that tie to the
strategy

12. They ensure objectives are agreed
and understood

13. They translate department goals
into team projects and activities

14. They explain how team objectives
become individual ones

15. They share regular updates on how
the company and unit are doing

16. They act as role models

17. Employees look at their manager to
determine what is acceptable or not

18. Managers set the standard for their
team

19. If performance is important to
managers, it will be important to
employees

20. Action 2 : Managers create
motivation for employees

21. They motivate by being positive yet
acknowledging challenges

22. They don’t take employees for fools
and treat them as adults

23. Their positive slant transforms
potential roadblocks into exciting
challenges

24. They motivate by listening to
concerns and providing support to
their team members

25. Their empathy makes employees
feel respected and taken seriously

26. Their active support proves to team
members that the manager cares
about them and their success

27. Employees can focus on delivery
when they are protected from
problems and office politics

28. They motivate by celebrating
success and giving recognition

29. This creates a positive, encouraging
atmosphere

30. Recognition is important for both
UAE Nationals and expat employees

31. Action 3 : Managers drive
performance through feedback

32. Feedback has a major influence on
employee performance

33. Positive feedback makes employees
aware of what to repeat in the
future

34. Constructive feedback allows
employees to take corrective action

35. Timely feedback is relevant and has
immediate positive effects on
performance

36. The education given by managers
enables employees to grow

37. They don’t give employees a
fish, they teach them how to fish

38. By investing in employee growth,
they create a win-win situation for
their team and themselves

39. Employees will move mountains for
a leader they love

40. Making managers the centre of your
performance management system is
the most effective way to improve
your organisation’s performance

41. Thank you !
Sandrine Bardot
Check out my blog for free articles 3
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Benefits with a Middle East flair !
http://CompensationInsider.com