Actively Managing Employees Requires More Than Tracking Performance
Everyone with managerial responsibilities needs a fair, predictable and consistent process to manage. One that needs to go well past the performance metrics. Whether you supervise two employees or twenty, it can be difficult to know where the team is struggling and how to personalize your management style to maximize the output of your team. Individual people have individual roadblocks, whether they’re internal or external, and as a manager, you’re expected to know about the small issues before they become big ones.
Work.software has a very specific tool designed to help managers be, well, managers. It is called a M.A.P., which stands for Mindset, Ability and Performance. M.A.P.s are created once each month. It’s quick, thought provoking and focused on creating an opportunity for a manager and employee to have a deep conversation about career and work development.
So how do you construct a M.A.P. for your employees? It’s three basic questions. Each question below will ask you something about the employee, and all you have to do is answer them. But here’s the kicker. You need to be objective and answer them honestly as they relate to company goals and how they help your department achieve success.
“How would you rate this employee’s mindset?”
This is pretty straight forward. This is about the employee’s attitude and focus. Think about whether this person seems motivated on a daily basis. Is there drive and a sense of urgency, or on the flip side, do they demonstrate signs of being distracted or overwhelmed. This is an especially important question for remote working environments. It’s much harder to gauge morale and attentiveness from behind a screen. Your employees mindset however is going to affect their quality of work.
Remember you are not trying to assess why this person is or isn’t focused and motivated. We are just answering whether they are engaged with their tasks or not.
“How would you rate this employee’s ability to perform the duties required to do their job?”
The key word here is “ability.” If responsibilities and deadlines are falling by the wayside, that could be an indicator that an employee needs additional resources in order to be able to effectively do their work. Think of ability in the broader sense. Not just if they possess the skill, but do they have the time, information, and support to do their job.
“How would you rate this employee’s current performance of their duties?”
This is an opportunity to take a broad look at recent accomplishments and shortcomings. Months down the road, when you complete a year-end review, this response will be helpful as you reflect on an employee’s long-term performance. Long term performance is the accumulation of short term wins and losses. If you communicate the wins and losses to your employees, it provides an opportunity for them to self-assess their performance as well.
We complete our M.A.P.s inside of Work.software where it will analyze the results along with the employee’s self-reflection. This creates a launchpoint for making genuinely useful adjustments to improve employee Mindset, Ability and Performance going forward.
That’s what makes up a MAP - Mindset, Ability, and Performance. These three things in combination will ensure that your employees are engaged and working to improve their performance. Next we will dive into Individual Impact Plans (I.I.P.s) Sign up below or follow us on LinkedIn to make sure that you don’t miss any of our upcoming content and insights!