The fundamental belief underlying Positive Performance
Management (PPM) is this: Leaders and their employees must strive to make
performance reviews complete, honest, and timely.
As a leader, it is critical that you engage in crucial
conversations to let employees know where they stand at all times. In the
course of executing PPM, you should hold yourself to the highest standards of
character, always being fair and honest and never injuring a person’s sense of
dignity and self-worth. Ultimately, by holding yourself to the highest
standards of character, you enable your employees the free will to make
whatever decision that’s in their best interest, whether such a decision
involves recommitting to you and the organization or even deciding to move on
in their careers.
Clearly, by executing PPM with character, you also enable your
organization to exercise its free will to make the best human resource
decisions possible, whether they are decisions involving promotion, transfer,
discipline, and even termination. It is only as a result of leaders’ executing
PPM with unwavering character and purpose that an organization—your
organization—can lay the groundwork for achieving breakthrough-operating
I have coached countless leaders who, unfortunately and
unknowingly—even knowingly—fall into a very dangerous trap of underrepresenting
their employees’ performance (i.e., they tell them that they are performing
worse than they are in reality). This tendency creates:
– Reduced Motivation: “Why try? My boss doesn’t appreciate what I
– Reduced Commitment and Alignment: “Neither my boss nor anyone in
this company cares about me or the talents I bring. Why should I care
about my boss or this company?”
going to bring my talent elsewhere.”
opposite mistake of over-representing their employees’ performance (i.e., they
tell them they are performing better than they are in reality). This creates:
along with my usual half-effort.”
should I commit?”
– Problems Disciplining/Terminating the Employee Later: “What?
Poor work? You told me last year right in this office that I was doing
standard as a leader, there are significant ethical and legal reasons for
ensuring that you are executing PPM in a fair, honest, and objective fashion.
There are ten key elements of Positive Performance Management.
The greater the degree to which you incorporate these principles, the greater
the probability will be of having complete, honest, and timely performance
the criteria/factors that determine success in their job.
basis to optimize their performance.
dedicate time preparing for appraisals.
ratings are free of biases.
employees is critical throughout the year.
larger role in shaping their own review.
to date. You and your employees need to focus on indicators of whether goals
will be exceeded or not met. If employees are on pace to exceed their goals,
discuss with them how to maintain their current performance level. It is
important for you to spend time on performance exceeding specified goal
standards. Many times, leaders spend too much time on performance that is below
a goal. If an employee is on pace to perform below a goal standard, work with
your employees to determine the causes of poor performance, examine solutions,
and agree on appropriate actions.
on the Future Trends of Leadership Development & Talent Management. In
2011, he was named by the prestigious Thinkers50 as one of the fastest rising
stars in the field of leadership development. http://www.johnmattonepartners.com/