Why is ‘performance’ considered a dirty word?

Why is it that when performance is mentioned in a business environment, people become panicked and worried? Has the word performance management been negatively associated with business development and regularly misused?

Is it that the word ‘performance’ in certain working situations has lead to significant uncertainty amongst people leading to lower morale and output?  Reasons for this might be:

 

• Performance is not talked about frequently enough. If people’s performance was discussed in day to day general situations people may not be so alarmed. It is believed that performance is mainly used in annual review or appraisal.

• Performance is associated with occasions when results are not in-line with expectations i.e. the ‘performance’ conversation is raised. Once raised, conversations usually steer towards results rather than performance.

• Performance is muted when people are responsible for their colleague’s performance, this will have an impact on their workload and therefore their own performance and ultimately morale.

• In today’s society, it is believed that performance is raised at a point when a person may be being facing capability assessments and/or the suspected start to the end of their employment.

The resolution lies in encouraging self-assessment, becoming open about the company’s successes and realisations and asking people to consider their performance without negative view. Naturally it is often found that people lean towards a more negative, glass half empty view. If this attitude is the attitude of most can this be changed by asking performance related questions more positively?

• What are you going to do today to get better at what you do?
• What are you going to do this week to help someone else get better at what they do or get ready for an upcoming key performance moment?
• When reviewing, how well are you reviewing performance not just results? Did you ask what was achieved? How was it done? What did you do well?
• Did you offer praise for performance and not just focus on any negativity?

Lawson-West Employment Associate, Carrie-Ann Randall comments “If employees are not supported sufficiently they will not fulfil their potential. A more positive, constructive approach will be much more likely to lead to improved performance, with less upset and disappointment and ultimately drops in performance will then be less likely. Working together and regularly meeting with people can lead to less confusion and concern when the word performance is introduced at the start of conversations. Happier people within the workforce will perform considerably more effectively and efficiently allowing the business to focus on moving forward”.

To speak to a member of our specialist Employment team please contact 01858 445480 or 0116 212 1000.

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