How to Get Extraordinary Performance from Ordinary People
When managers get extraordinary performance from their employees, it often occurs by accident or chance. Ordinary performance is the rule. Why is that? Managers do not really manage the performance of their employees. Performance is not engineered. People turn in the best they know how, in most cases, and managers shrug their shoulders and accept it.
Extraordinary performance has to be planned, discussed and reinforced. Extraordinary performance must be consciously designed by a manager for their employees. That is a difficult, time consuming, analytical, involving process. How To Get Extraordinary Performance From Ordinary People is a practical, straightforward article describing a five-step performance management system perfect for:
- Conducting a goal-setting session
- Delegating work
- Training and development
- Coaching for improved performance
- Performance appraisal
Also included is a discussion of interpersonal skills, suggested strategies for implementing each step, and references for further study.
This article is a perfect supplement to the Performance Appraisal Skills Inventory, and a great take-away for its participants!
About the Author
Rollin Glaser, Ed.D. is an accomplished trainer, consultant, and expert in the field of adult learning, and is also the co-founder and former chief executive officer of HRDQ. He holds several degrees, including a BS from Northwestern University and an M.Ed. from Northeastern University, as well as an MA and Ed.D. from Columbia University. In addition to many assessments, training games, programs, and articles, Mr. Glaser is the author of Personnel Management for Retailers and co-author of The Management of Training and Managing by Design.