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The Basics Of Performance Management

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Building And Reinforcing Teams (14)

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Akindotun Merino

A performance management system is only as good as its evaluation process. It is not enough to implement an effective program that covers all the basics, but you must be able to measure its success via assessments and performance reviews. This will in turn allow you to see where modifications need to take place (e.g. in the performance management system itself, performance of the company as a whole or specific employee performance).

Kurt Lewin, also known as the “founder of social psychology”, introduced a three-phase theory of change that goes hand-in-hand with performance management. The process includes the following:

Phase One: Unfreezing: This phase is extremely important as you aim to understand change and how it takes place. This phase is crucial because it includes coming to the realization that change needs to happen. It also requires one to leave that which has been comfortable in order to make this change possible. In order for someone to decide whether or not they are willing to change, they must weigh the advantages and disadvantages of this being done. This concept is what Force Field Analysis is based on. Force Field Analysis considers the different factors that work for and against the change that one must understand in order to make a decision.

Phase Two: Change: In Lewin’s model, he pointed out that “change” is not a one-time event that takes place, but rather the inner-transition that takes place as a response to the outward changes that are taking place. Due to the uncertainties of “what will happen next”, this phase is considered one of the more difficult ones to achieve. And because of this, it is important for employees to have access to training and coaching to help ease the transition.

READ ALSO: Mental Health Isn’t About Crazy People, It’s About All Of US – Akindotun Merino

Phase Three: Freezing: Also known as “refreezing”, this phase is the establishment of new norms and gaining stability after the institution of change. This phase can sometimes be misleading. It seems to be a long-term state, when in fact it is one that can change to “Unfreezing” within a matter of days. So, although this stage cannot be viewed as the “last”, having the ability to successfully make it to this point is a great accomplishment. This could allude to the fact that it is becoming easier for someone to adjust to change, which is crucial because it happens regularly.

There are a variety of assessments that can be utilized to determine skill, knowledge, and ability. These assessments can be administered when the individual is a prospective employee or an actual employee. A Pre-Screening Assessment can be used to find out information on a prospective employee’s skills and knowledge before committing to hire them and this can save the employer costly mistakes down the road. 360-Degree Review assessment takes a comprehensive look at an employee with regard to their work performance. This information can be attained by involving a diverse pool of individuals, with varying levels of interaction with the employee (e.g. supervisor, peers, clients, etc.). Finally, knowledge assessment generally takes on a questionnaire format. It allows the employer to ask specific questions on topics relating to the business, usually in the form of multiple choice questions.

According to Entrepreneur.com, a performance review is defined as “An analysis of an employee’s work habits undertaken at a fixed point in time to determine the degree to which stated objectives and expectations have been reached.”
While each company has its own ideas of what a performance review should include, here are steps that should be taken with regard to all performance reviews:

READ ALSO: Performance Management

  • Preparation: Both the employer and employee must be adequately groomed for the review. This may involve reviewing any notes, engaging in a one-on-one discussion with the employee beforehand or simply making the employee aware of the review in advance.
  • Prioritize the meeting: To show the employee that this review is a top priority, there should be a formal agenda that is adhered to. There should also be as few interruptions as possible.
  • Encourage positivity: When speaking to the employee, invoke positive responses by communicating in a positive manner.
  • Clarity: Be sure the purpose of the meeting is clear from the beginning.
  • Expectations: Review the job description, why it is needed, and the standards of performance.
  • Explain employee’s performance: Discuss the employee’s actual performance, whether it fell below, met or exceeded expectations. Give specific examples.
  • Employee feedback: Allow the employee to express their concerns or suggestions.
  • Goal-setting: Discuss goals for areas that require improvement. If there are no “areas for improvement”, create goals to enhance the knowledge and skills of the employee for personal development as well as bettering the department / company as a whole.
  • Follow-up: Determine the appropriate method and or time for follow-up.
  • Closing: The meeting should end positively. Review the contributions the employee is making to the company. Inform employee that you are willing to help in any way necessary.

Organizations who implement strategic performance management protocols are adaptive and become safe places for employees and customers.

Dr. Akindotun Merino is a Professor of Psychology and a Mental Health Commissioner in California. Share your successes and challenges:

Prof. Akindotun Merino
Jars Education Group
info@akinmerino.com
YouTube.com/akinmerino
Instagram: @drakinmerino: Twitter: @drakindotun

 

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Mental Health

Strong Mental Will: A Tool For Fulfilment Of Dreams 

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The Futility Of A Marital Chase
Dr Hope Nwawolo

By Hope Nwawolo

As a young girl in a boarding school many years back, l found myself interested in reading articles and novels. One day, l picked a piece of torn paper from the ground and a particular sentence caught my attention.  It read, “…whatever you are as a young girl will determine what you become as an adult’’.  Without giving a thought to the fact that situations and people could change according to circumstances, my young mind went to work immediately, particularly on how l wanted to look as a woman years later. At that time, l was on the fat side. I told myself that l would not want to develop a bulging tummy as a woman. I never even gave thought to the changes women go through as a result of child bearing. However, my young mind knew l needed to do something immediately in order to achieve what l wanted many years after.  I took my house dresses and school uniforms and used my hands to take in the sides so that l had to tuck in my tummy any time l wore them.  Somehow l felt l could control my tummy from getting bigger if l kept it tucked in most of the time. And of a truth l did and needless to say that some students liked my style and did same to their uniforms. Talk about setting the pace!

At the time of taking the decision, l never even knew it was lady-like to tuck in your tummy. All l was seeing was me as a woman in future, without a bulging tummy. It never crossed my mind that child bearing or any abdominal surgery could discourage one from tucking in the tummy at will. And years later, after having four births, of which two where through caesarean sections, I have maintained the habit of tucking in my tummy and this has helped in sustaining a moderate waist line even as l increase in years.  

Another striking instance was when l went in for my masters’ degree. I told myself l would not stop my academic education until l had my doctoral degree. Sadly, before l finished the masters’ programme, l came across several doctoral students who had been on the  programme for upward of six years and were not near completion. I got discouraged and quietly finished my programme and did not look back. My mental will bowed to the discouraging sights of struggling doctoral students. Luckily, years after, the dream came alive again and l began to nurse it. Even after a professional masters’ programme, eight years after my first masters, l was still nursing the idea of a doctoral degree. Finally, fifteen years after my first masters’, I was going through the newspaper in my office when l came across a postgraduate admission advert of a private university. There and then, a strong desire to apply for a doctoral degree came over me and was so strong that l did not tell anybody so as not to get discouraged, particularly because of the high school fees. As a matter of fact, being a civil servant should have been my worry, but l just felt strong in my mind that it would work out itself.

Honestly, from the time of my sending my application to getting admission, I did not have the money for the first year of the four and half years programme and l did not want to further stress my husband who was paying school fees for my sons in private secondary school and private university. All the same, l was strongly determined to start it with complete trust that God would make the way as l went through the journey. With an undaunted mental will, He did beyond my expectations, with awesome colleagues, lecturers that were as interested for us to complete the programme as at when due as we were. 

One may want to ask how l was able to overcome the initial financial hurdle. Like l said, with the burning passion in me and a complete trust in God to provide the necessary fees, my eyes became open to certain opportunities of side hustle with two of my friends, which gave me added income to my salary. I immediately cut down on certain expenses like buying new clothes and frivolous social outings, and prioritised my needs, particularly as the school allowed for instalment payment of fees, over the semesters. 

To become mentally strong, is about shifting your whole perspective, since it is human nature to be afraid of things that we cannot control or to crumble in the face of difficulty. It is the fight or flight response that is embedded in who we are. Unfortunately, once you are in that mind-set you are giving your mental power away to a circumstance and the only power that you have is really the power of perception. And when you shift your perception and just feel like: I can handle this, I can do this,  I can turn this around, I can use this to my good — then you gain that ability. 

Mental strength is about knowing that you are creating your reality, just like l did as a young girl in secondary school. We create our reality by our thoughts, our beliefs, our actions, our habits. And sure, sometimes things happen out of our control, but most of the time, we do not go far away from achieving our dreams.  

 Nwawolo, PhD, writes in via

hopenwawolo@yahoo.com

 

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Mental Health

How To Identify Fake Friends

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Prof. Stella Roy-Omoni

Most people surround themselves with fake friends who are killing them subtly and are smiling with them. You need to identify the genuineness of your so- called friend before he/she destroys you.

Identifying a fake friend can involve noticing certain behavioral patterns:

1. Lack of Support: They might be absent or unsupportive during your challenging times, showing disinterest or avoiding your needs.

2. One-sided Relationships: They tend to benefit more from the friendship without reciprocating care or effort.

3. Gossip and Betrayal: Fake friends might gossip about you behind your back or betray your trust.

4. Inconsistent Behavior: Their actions and words may not align consistently, making it hard to trust them.

5. Conditional Friendship: They’re around only when it suits their interests or when they need something from you.

6. Manipulative or Self-centered:They may manipulate situations for their benefit or constantly talk about themselves without considering your feelings or experiences.

Being mindful of these traits can help distinguish between genuine friends and those who may not have your best interests at heart. Trusting your instincts and observing behaviors over time often reveals the authenticity of a friendship.

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Mental Health

Building And Reinforcing Teams (3) (16)

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Building And Reinforcing Teams (14)

By Akindotun Merino
When you find yourself excessively self-oriented, this is a sign that you need to deepen your humility and refocus on serving others. Here are some ways to help you foster a greater sense of humility:

Allow others to be first and foremost. Insisting on being the first in line, the first to raise your hand in a class, the first to get the parking spot, and so on, has a tendency to inflate one’s sense of self-importance. However, when you allow others to have the spotlight or be first, it gives you a better vantage point to appreciate their gifts and what they are able to bring to the table. And when you can do this, you actually find yourself in a better position to lead others because you understand how they can best contribute.

Don’t insist on being right. Nobody likes to be wrong, including other people. When you are wrong it puts you in a vulnerable position, which can be scary. However, vulnerability is often what makes a person beautiful and appreciable. Allowing others the legitimacy of their beliefs without correction from you is a charitable act.

Listen to what other people think more than telling them what you think. Dale Carnegie once said that the sweetest sound to anyone is the sound of their own voice. Really paying attention to what other people have to say without having to correct or undermine them helps you to stay oriented outward rather than being self-absorbed.

READ ALSO: Building And Reinforcing Teams 2 (15)

Try not to judge others. An old saying goes like this, “When you point a finger at someone else, you have three fingers pointing back at you.” While it is tempting to judge another person, to assess what they are doing and how they are doing it, when you do so, you are presuming that you know better. Unfortunately, unless you have lived the experiences of another person, you cannot know what is best for them. Your grasp on another person’s situation will always be incomplete because you don’t have the complete picture.

Finally keep your balance. Throughout the whole process of becoming a more effective leader and a more effective human being, two tools can help smooth the way. The first is developing a greater sense of gratitude. When you wake up in the morning, or while you drink your coffee or eat breakfast, either write down in a notebook or type on your computer a list of five things for which you are grateful. If you keep this gratitude journal every day, it will have a cumulative effect on your keeping a positive outlook.

The second tool’s importance cannot be understated. No matter how much you have on your plate at any given time, it is important that you take the time to play. Whether this is a hobby such as painting or an activity such as playing video games, make a point of scheduling play time for yourself at least two to three times a week. This will help you to balance out all the stress you have in your life.

Dr. Akindotun Merino is a Professor of Psychology, CEO of Jars Group and Mental Health Commissioner in California. Feel free to share your successes and challenges:

Prof. Akindotun Merino
info@akinmerino.com
YouTube.com/akinmerino
Instagram: @drakinmerino 

Twitter: @drakindotun

 

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