We've Found ...
have a formal performance measurement process. We find that in practice,
the missing link is often the failure
to manage average or "C" performers. If
you want to step-up the organization to sustained
superior performance, leaders must
set stretch goals, discuss interim performance against
plan, and communicate rewards and recognition throughout the
organization. Without equal emphasis on managing the "C"s,
the entire teamís performance is
LESS THAN IT CAN BE. The
corollary: if the "C" performer is at the C-level, it will be
difficult to recruit and retain high-performing new people. Consider
you want to change performance, you must be BOLD Ö you must
CHANGE THE WAY YOU DO THINGS.
everyone. Consistent with company values, they quantify
the leaderís vision for each functional unit. Their presentation
should be a lively, fact-filled exchange to support aggressive, creative,
& Metrics are
best when timely so managers can change the trend, significant
to show only meaningful gaps, and have realistic comparisons to
avoid quibbling. When ranking is consistently too high, raise
encompass the gamut of celebrations and
have value for both recipients and also-rans. The corollary is that
consistently poor performers must be replaced to achieve significant,
Performance Review encompasses
the monthly (or weekly) operating results. At least twice
a year, a dialogue must occur with each key leader about her/his
personal performance as manager and as leader: gaps, development
program progress, implications.
are the things this leader must fulfill this year in order to grow.
They imply tasks for the subordinate but also tasks for the leader:
to mentor and monitor progress and to communicate observations and
each leader must take is the tough decision to remove the manager
at any level who by year 2 end is still a "C" performer.
It signals everyone that performance measure is real and consistently
performance demands that managers dedicate time throughout the year to
their leadership responsibilities of improving or removing their
Gateway Management Group to help
you Manage the "C" Performers