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How to manage and motivate a team

Guest post by: Merydith Willoughby

Article Overview: Whether your organization is a Fortune 500 or the local corner shop a Personal Development Program (PDP) is one of the ways you can manage and motivate your team in the short and long term. PDPs provide a structure and mechanism to evaluate all of your staff – including you – to let everyone know what they’re doing well, what they need to change and how everything they do fits into the overall organisational plans.

How to manage and motivate a team

Thousands of performance management models have been developed since the Industrial Revolution. Business leaders are constantly told the best way to do things, the new way to manage people, the new way to think, the new way to be part of the global economy, the new way to increase profitability and productivity, the new or best way to just about do everything. So how can you do it better? How can you manage performance in and for your organisation so that you take it and your people to the next level and achieve your business objectives? How do you attract and retain the people you need to help you do it? Performance management tools provide a structure and mechanism to evaluate all of your staff - including you - to let everyone know what they're doing well, what they need to change and how everything they do fits into the overall organisational plans.

Some businesses believe performance reviews are probably a good idea but don't do them. Some employees think they are a complete waste of time and don't want to do them because they are suspicious of how the review will be used while other businesses and employees love them because they find out how well they're going and what they need to do to fill in the gaps.

If you are already using a performance management program think about how effective it is. Do you consider it a valuable tool? Does it help you to fulfil your role more effectively and to know the people you manage? Is it a document anyone can understand? Is it brief and to the point?

Don't allow yourself to get distracted or confused by the plethora of models available. Have a look at what's around and keep it simple, setting key targets and objectives. Most importantly set a date, do it and then review it to see how it is working. Set, Do, Review. There must be measures you are working towards otherwise you will never know when you have met your targets. Think about the criteria you must meet. Inform your employees about what you're doing, why and what they need to do to fill in the gaps.

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Article Tags: executive coaching, fortune 500, global financial crisis, leaders, mentoring, merydith willoughby, motivation, personal development program, planning
Referred by: http://www.imentor-pro.com



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