You're a new manager. How can you become an expert in performance management?

If you are a new manager, performance management can appear to be daunting. Start by acknowledging that you need to learn the art of giving and taking feedback. Reflect on what you would like your supervisor to do to have meaningful growth conversations and you can then act on those for your own teams. For example, ongoing and continuous feedback, coaching, communicating on focus areas, SMART goals and appreciation of achievements. Next would be to understand your organization's performance management system in depth. Leverage all data means available with you to monitor team's performance so that you can give objective feedback. Don't sugar coat, ensure you call a spade a spade by being honest to your team members on their performance.

We will need to understand that managing performance management lies not only on setting goals, review it at end of year, give hikes and promotions. This is beyond that. We will need to support the employees in the personal growth partnered with the alignment of organizational growth and goals.

There are many modern methods and traditional methods which are followed across industries and organization based on their setup and needs like 1) KRA KPI model 2) SMART goals 3) OKR model 4) 720 degree method 5)Assessment Centre Method 6) BARS 7) RACI matrix

Becoming an expert in any field requires more than just reading about it in books; practical application is key. In my experience, I adhere to the 70-20-10 rule for learning and skill development. This rule suggests that 10% of knowledge comes from reading books and articles, 20% from collaboration with peers, and a significant 70% from hands-on practice through trial and error. It’s this combination of learning from theoretical knowledge, insights from colleagues, and direct application that truly cements one’s expertise.

In most instances, the concepts we learn require a tailor-made approach when put into practice. This involves not only understanding the personal situations of team members but also being aware of self-personal reality, as well as the fundamental variables of the environment.

To excel in performance management as a new manager, embrace flexibility in approach. Recognize each team member's unique needs, goals, and preferences, understanding that varied motivations and feedback styles require tailored approaches. Clear communication is universally applicable; strive for transparency (where possible) and specificity in every interaction. While assuming positive intent, remain grounded in your values, especially in challenging situations. Seek mentorship and learn from past experiences. Before challenging conversations, rehearse your message to ensure clarity and impact. By adapting your strategy to individual and situational nuances, you foster a more effective, respectful performance management environment.

You need to understand what your team does and how you can help to remove obstacles from their way…so they can be more productive. You also need to take the time to sit down and listen to your team members and understand their motivations and what they need to be happy in their roles.