Sample Workbook - Performance Management

Performance
Management

Growth from
Cuttings and Dead
Heading


Gardeners are not afraid to

deal with underperformance

and take some tough decisions.

That means offering extra

support and care for weak

plants and sometimes moving

or even getting rid of plants to

make way for new, up and

coming ones that will perform

better, or achieve more in the

garden. But, effective

performance management

should limit any need to take

this approach.



Performance Management B2

What is Performance
Management?

2

Proactive v Reactive

?

● ● ●
● ● ●

Performance Try to place more
management is not all effort on positive
bad and you should reinforcement of the
not forget to seize the good stuff rather than
opportunities to pointing out mistakes
recognise a great and flaws and
effort, contribution or highlighting only the
result. bad stuff.
● ● ●
● ● ●

2: Ican Grow People TM
Copyright – Ican Development Ltd
www.icangrowpeople.com


The Performance Management Cycle

Fill in the gaps on the Performance
Management Cycle… (PM Cycle).
3

What is the purpose of the PM
Cycle?

Which parts of the Cycle are you
strong or weak at delivering?

● ● ●

The Performance
Management Cycle
can be used for
individual, team,
department and even
organisational Goals
● ● ●


Growth Targets

My Summary of GROWTH Targets

4

Dealing with
and
supporting
weak plants
-
Notes and
Learning


Monitor and Review

● ● ● ● ● ● ● ● ●

The Skill V Will Matrix Used as a simple way Developed by Max
to gauge people Landberg
● ● ● performance and
● ● ●
modify approaches to 5
managing people
● ● ●

Skill v Will
-
Notes and
Learning



Managing Poor Performance and taking action.
Sometimes things don’t always go to plan and even
though you put a lot of effort into setting the targets
and goals for your people there’s no absolute
guarantee that you will get a return on that
Dealing with investment. People, like plants are complicated
Poor machines and sometimes you have to deal with the
situation of underperformance or far less than perfect
Performance
results. 6
Why do managers generally manage poor performance
challenges less effectively than gardeners manage the
poor performance of their plants? Well, this is a real
people issue and not a plant one. Unlike plants, when
we deal with people we are immersing ourselves in
personalities and emotions. The consequences of our
actions start to modify our beliefs and values about the
situation and also our confidence to be able to deal
with it in the right way. Although we don’t really admit
it to ourselves it is much easier to deal with
underperformance issues in a way that takes the
emphasis away from tackling the situation head on and
face to face.

Performance management is not all bad and you should not forget to seize the opportunities to recognise a great effort,
contribution or result. Try to place more effort on positive reinforcement of the good stuff rather than pointing out mistakes
and flaws and highlighting only the bad stuff.

Work with your team to discuss what went well regarding task completion, communication, team working and results etc.
Capture their thoughts and ideas about why it all went so well so that you can store these essential ingredients for when they
are needed next time. Get into the habit of praising someone personally with a detailed explanation of why it was good so
they “get it” for next time. For example “Thanks for today Jonny, you did really well”. Although it was a nice thing to say
Jonny is probably none the wiser as to why he did well. How about “Thanks for today Jenny, you did really well. I didn’t think
we would get all that filing done in time. But you were so organised and the logging system you created was pure brilliance. It
saved us so much time which means we are now going to be ready for the customers in the morning, which makes me feel a
lot better and I’ll be able to relax tonight. I’ve really valued your ideas today and thanks for remaining energised when we
were lagging after lunch as it kick started my energy levels as well”.

Jenny now knows what good looks and feels like and will be more motivated to achieve in the future following the same
template for success that she used on this occasion.



7


Sample Workbook - Performance Management

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