Performance Management – The Blog

What should you do when you have a performance issue with a team member?

  Poor Performance Jim came on one of my Leadership Skills training courses. He came across as a lovely, kind manager. He had a difficult situation to deal with. He recounted a horror story to us of a feckless and … Continue reading


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How do you get reliable feedback?

  Here’s a great piece of advice:   “Don’t accept your dog’s admiration as conclusive evidence that you are wonderful.”   Ann Landers   (I think this advice is probably doubly true for cats.)   Using feedback from your doting … Continue reading


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Personnel Problems and the Tasmanian Tiger

  We went to Australia in March and while we were there, we went to visit the fabulous Jewel Cave near Margaret River.   The tour guide was particularly well informed and skilled at making the whole visit extremely interesting … Continue reading


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Never Give Feedback Again

  Stop Now   You may be surprised to see me advising you not to give any more feedback. But I am. What I am going to tell you about will make performance management, performance reviews and performance itself much … Continue reading


Posted on by Nancy Slessenger2 Comments


Overselling the job

    I was interviewing a candidate for a reception post a few weeks ago. He was an excellent candidate. However, he was very surprised to discover that the post was part time.     I immediately assumed that I … Continue reading


Posted on by Nancy Slessenger1 Comment


Do you believe that people can change?

  Do you think that people can learn new skills?  So do I. I wouldn’t be in this job if I didn’t.     Sometimes dealing with poor performance can be really hard. You know the situation – you have … Continue reading


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Get rid of tasks you don’t like

  Years ago, at a time when I was particularly busy and had to take on a new project, I needed to delegate as much as I could.   I drew up a list of all the things I was … Continue reading


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Why badly given feedback is worse than no feedback

  When you give feedback in the right way, you improve intelligence. When you do it badly, you do the reverse.    (Of course, it is much easier to give feedback if there were smart objectives or smart targets in … Continue reading


Posted on by Nancy Slessenger1 Comment


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