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Management Beliefs
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Sometimes we believe strange things…ww
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The world is flat.
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You should never walk on cracks in the pavement.
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Some numbers are unlucky.
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But our beliefs are only strange
when we see that they are untrue.
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Let me show you.
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How many senses do you have?ww
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1. Sight2. Hearing3. Taste4. Touch5. Smellww
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We have 5 senses.
Plus balance!
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Make that…
Maybe even more.
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As managers we have one of the strangest beliefs of all.
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We believe we must have great people.
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If we have great people…
Then we will have great performance.
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So we" “Performance Manage”"
our staff…
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We give clear accountability.
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We set targets and goals.
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We give robust performance reviews.
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Gather 360o feedback…
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…incentivise and reward great performance…
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…and weed out poor performance!
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We believe we must manage performance
it would be heresy not to.
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Heresy is a very dangerous thing.
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But our belief in performance managementonly creates one thing:
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How do people act when?...ww
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They have a target to hit?
How do people act when?...ww
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They have a target to hit?
Their head is on the block?
How do people act when?...ww
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They have a target to hit?
They have money at stake?
Their head is on the block?
How do people act when?...
Their job is at risk?
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ni They have a target to hit?
They have money at stake?
Their head is on the block?
They’ll do anything to look good.ww
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They’ll do anything to look good.
Sometimes that is not such a great idea!
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So they…
Build management silos.
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So they…
Focus on the short term.
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So they…
So they…
Sand bag performance.
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Pull one over on their customers.
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So they…
Make suppliers lives miserable.
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So they…
Cheat to hit their targets.
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So they…
So they…
Never try anything new.
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So they…
Never try anything new.
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But worst of all… "“performance management”"
is self fulfilling!
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If you tell somebody they are useless…
But worst of all… "“performance management”"
is self fulfilling!
…then they will only ever be useless
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If you tell somebody they are useless…
But worst of all… "“performance management”"
is self fulfilling!
Performance Management gives you…
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Performance Management gives you…"
"
Disjointed Processes
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Performance Management gives you…"
"
Disjointed Processes "Defensive Behaviour
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Performance Management gives you…"
"
Disjointed Processes "Defensive Behaviour "
Under-delivery
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Performance Management gives you…"
"
Disjointed Processes "Defensive Behaviour "
Under-delivery"Sand bagging
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Performance Management gives you…"
"
Disjointed Processes "Defensive Behaviour "
Under-delivery"Sand bagging"
Unhappy customers
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Performance Management gives you…"
"
Disjointed Processes "Defensive Behaviour "
Under-delivery"Sand bagging"
Unhappy customers "Scared staff
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Performance Management gives you…"
"
Disjointed Processes "Defensive Behaviour "
Under-delivery"Sand bagging"
Unhappy customers "Scared staff "
Miserable supplierswww.
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Performance Management gives you…"
"
Disjointed Processes "Defensive Behaviour "
Under-delivery"Sand bagging"
Unhappy customers "Scared staff "
Miserable suppliers "And it kills innovation
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Performance Management gives you…"
"
Disjointed Processes "Defensive Behaviour "
Under-delivery"Sand bagging"
Unhappy customers "Scared staff "
Miserable suppliers "And it kills innovation"
"
Other than that; it works just fine.
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On a positive note, it keeps me in work.
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What really drives performance?ww
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What really drives performance?ww
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People or systems?
In a data centre it is easy, performance is driven by the system, not the people.
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In a warehouse performance is driven by the system not the people.
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But how about on the track?"System or person?
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But how about on the track?"System or person?
What about the coach or the sports psychologist?
How about the exercise kit or the diet?
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We live in a giant network of systems and processes.
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It is a long time since we just depended on people!
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Which creates a dilemma…ww
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Because you need good people…
…just not at the expense of the system.
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How about fixing your performance
management process?"
"How do you square
that circle?
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How about fixing your performance
management process?"
"How do you square
that circle?
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Obsess about how your team performs…
…not just the individual’s performance.
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Worry about measures…
… but lay off the targets.
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Replace individual incentives with company incentives.
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Stop forcing people out…
…pay them to leave.
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Nice ideas,
but is there any evidence to support them?
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Amazon measure their call centre staff’s performance
and they coach them to improve.
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But they don’t offer a financial
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Zappos offer new hires $2,000 to leave.
Very few take it.
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Mars actively manage out poor performers
But on very sweet terms.
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Still skeptical?
Here is the acid test.
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If performance management works
Why don’t you give your partner an annual performance review?
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I’m sure it will go well!
If you wouldn’t do it at home why do it at work?
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What do you think?
There are none so deaf as those that will not hear.None so blind as those that will not see.
~ Matthew Henry
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For more management epiphanies
Visit www.squawkpoint.com
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