Managing the Performance of your Staff
1. Ask your people how they want to be treated, Platinum Rule, Do unto others as they would have done unto themselves.
2. Ask them what motivates them
3. Give your staff recognition for their successes and reward them with choices
4. Coach your staff when they make mistakes or need help
5. Provide corrective action as needed, don’t be shy about it, and don’t be afraid of their failure. Not all employees can be saved, or should be saved
6. Get your staff involved in their performance review process at least 10 days prior to the actual interview
7. Work with your staff to create SMART goals that link to the corporate mission statement
8. Delegate to motive and give guidelines for completion with appropriate deadlines
9. Take the time to meet with each employee at least quarterly to discuss their performance and how they are doing on their objectives
10. As your self the following question many times when working with your staff: ” What is the Consequence of doing nothing at all?”
11. Have some fun, this is the best job available because you have the opportunity to grow, nurture, mentor and develop individuals into being the best they can possibly be.
1. Create a time system and use it
2. Prioritize using the “A1", ”A”, “B”, “C” method
3. Create four boxes in email with these priorities on them and move the mail there first. Work through them based on your energy cycle, A time and B time.
4. Plan only 60% of your day.
5. Schedule private times for your “A” priorities, close door, turn off phone.
6. Communicate with people you work with about your time management needs.
7. Say “No” graciously and often.
8. Do time logs when you need them, and if you don’t think you need one, test it out, and do one anyway.
9. Try to get a balance in your wheel of life, get the children and partners involved in family goals and work with bosses to create SMART goals.
10. Be jealous of your time and do not let anyone take it away without permission.