Performance management

How often do we review the performances? As we manage performance, we have expectations and a work plan for each of our employees, there are short term and long term objectives.

Performance management is as much about planning as performance. Beginning with the work plan, how do we achieve that plan? Performance management processes and systems should be about how you can help your employee get the best of themselves, which inevitably means that they'll get the best for you and, of course, the best for the customers.

Learning and development (aka training)

Training is all about investing into your staff. If we invest into our products and services, if we invest into a marketing strategy, we should be investing into our staff. So how do we know what the areas are? We don't want to be condescending and identifying weaknesses in our staff. Instead ask, what do you need to achieve your career plan? Where do we need to invest? This could be education, a qualification, more experience or hands on training. Think short term and long term.

Investing in staff can be daunting, what if you train them and they leave? Employees may leave, they may have changes in personal circumstance or a change in career path, but trusting and investing can lead to loyal and productive employees. The alternative is don't train them and they stay but with lower skills and morale.

Complete Section 8.3 of your Business Plan

Emotional intelligence in business

Emotional Intelligence is the self awareness and self regulation of your own emotions (Goleman 1995).

Characteristics of emotional intelligence are:

Internal motivation: Big dreams, strong desire and optimism
Empathy: Sensitive to the emotions of others
Social skills: Ability to manage relationships

Further reading and a self-evaluation diagnostic is available at Mindtools - How Emotionally Intelligent are You?

Watch: Developing Emotional Intelligence (4 min)