Have you ever heard of the ‘performance’ “if only’s” when you are doing staff appraisals or performance reviews? If you are a manager and you supervise staff you probably know the ones!
When working with a leadership team recently, we were talking about the things that often crop up when having performance conversations or reviews. Yes, the one’s managers and leaders all love so much…
”I wasn’t clear on what was expected.”
“But I didn’t have enough time.”
“The processes just aren’t good enough.”
“I have no-one to delegate to.”
“No-one has ever told me this before.’”
“I’m not clear on where it all fits in.”
“Why… what is in it for me?”
We call these the “if only’s”. If only I had this and that, then I know my result or performance would have been better.
This is not an attack on the individual! Often they:
Recently I re-listened to Steven Gerrard, manager of Premier League club Aston Villa, talk about the importance of creating a ‘no-excuses’ performance environment. This means ensuring that the only “if only” is down to the individual.
“If only I had made better decisions, If only I had planned better, If only I had put more in’.”
Our ‘foundations of performance’ graphic illustrates how we help businesses and teams assess performance environments and work towards an empowered ‘down to the individual’ culture.
The principles of this are based on 8 key essentials managers need to provide their teams:
‘Only-if’ you get this right can you truly begin to create a ‘no-excuses’ performance environment.