Mark Deavall’s Post

𝐈𝐝𝐞𝐧𝐭𝐢𝐟𝐲𝐢𝐧𝐠 𝐑𝐨𝐨𝐭 𝐂𝐚𝐮𝐬𝐞𝐬 𝐂𝐚𝐧 𝐁𝐨𝐨𝐬𝐭 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐛𝐲 𝟒𝟎%! Are you aware of the internal and external factors causing poor performance in your team? Without understanding the root causes, your efforts to improve performance may fall short. Many managers struggle to identify whether the issues stem from personal problems, organizational flaws, or external pressures. This uncertainty can hinder your ability to implement effective solutions. 𝐔𝐧𝐥𝐨𝐜𝐤𝐢𝐧𝐠 𝐄𝐱𝐜𝐞𝐥𝐥𝐞𝐧𝐜𝐞: 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐟𝐨𝐫 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐈𝐦𝐩𝐫𝐨𝐯𝐞𝐦𝐞𝐧𝐭 𝐏𝐥𝐚𝐧 Date: 21 & 22 January 2025 Location: Training Space, Q3 Management Solutions Link to Register:  https://lnkd.in/dtnNg2RB Our training will equip you with the tools to pinpoint and address the root causes of poor performance. Learn from real-world case studies and gain practical knowledge to apply in your organization. Don't let performance issues hold your team back.   #PerformanceManagement #HRTraining #CorporateTraining #Malaysia

Organisational behaviour: Know your people course certificate

60% of new managers fail within the first 24 months in their new role. (CEB Global) This is more than a huge financial blow to an organization, it’s also a horrendous hit on the morale and self-worth of hundreds of thousands of hardworking humans. And we have the power to fix it! We know… ·      Employees reporting to bad managers are 91% less likely to be high performers. (UKG) ·      35% of employees say their manager is their biggest source of stress at work. (Niagara Institute) ·      Employees reporting to bad managers are 3x more likely to leave their organizations. (UKG) And we know that… ·      59% of managers over 1-2 ppl receive no management training at all. (Forbes) The great big mistake is not offering training for managers. When training is offered in imaginative and affordable ways your managers can master basic skills like self-awareness, communication, influence and agility. These skills are proven to build employee satisfaction, productivity and retention, improve customer satisfaction and spend, and increase the bottom line… so why wouldn’t every company offer this to their new managers? Contact shandellsosna@outlook.com and let’s talk about your current challenges, potential solutions, and how I can help your people, outcomes and stats improve!

Have you ever tried to cook Ugali with firewood. Hmmmm. It can be a daunting task. One has to keep regulating the fire to ensure that it doesn't get burnt before it cooks. One can also not set it on on the three stones and go to work elsewhere. If one leaves they might find the fire went off before the dish cooked. One needs to practice contionous monitoring to enjoy this African delicacy at it best. Not that we have to sit there the entire 40 minutes but we have to keep checking. And this is similar to performance management. The reason why some organizations performance management is so ineffective is because they neglect monitoring and just wait for the half year and end year appraisals. Others don't even set goals. it is an area i too have failed in before. But with right practice we gain mastery. How do you ensure you keep monitoring performance even with the daunting tasks of every day work?

Strategies for Fair Performance Evaluations 📊 Managers should set realistic, adjusted goals and prioritize key tasks when evaluating employees recovering from concussions or mild TBIs. Using objective, task-based metrics and breaking down projects into smaller, manageable steps can help assess performance fairly. Documenting progress over time, noting adaptability, and implementing trial periods with regular feedback are also essential strategies for compassionate evaluations. #performanceevaluation #managerresponsibilities #fairassessment

How well do we manage performance standards to create the optimal environment for lean? The elephant in the room is when we neglect to manage performance - great, bad or simply making the grade. A robust performance management process is a must to creating a sustainable and high performance lean culture, moving the mean and narrowing the range. Some tips are: - Set very clear expectations of behaviour and performance, understand and live the organisations values - Act on sub standard performance and behaviour by discussion and formal counselling - Be clear and factual on where the gaps are and what commitments are required from employee and leader to improve the situation - Give it time! Be patient and consistent, follow up and support the employee through the process. Acknowledge progress and celebrate the positive outcomes - Provide regular opportunities to discuss both individual and team performance and provide development opportunities and pathways - Catch people doing things right! - Acknowledge and reward the above and beyond performance Much much more involved but I see these as the basics. #subjectmatterexperts #productivity #leanmanufacturing #respectforpeople #standards #problemsolving #clarity #humility #lean #gettingthingsdone

Highly recommended supervisors [employees] experienced no productivity gains; in contrast, less-recommended supervisors' productivity increased 12% relative to controls. This was not due to poor information or favoritism. Instead, consistent with the fact that supervisor turnover comes at a large effort cost to middle managers due to gaps in coverage and onboarding, middle managers prioritized retention over productivity impacts. Indeed, treated supervisors were 15% less likely to quit than controls; this gain was most pronounced for highly recommended supervisors. Misallocation of training can help explain the persistence of low managerial quality in firms." https://lnkd.in/dbM4Xesx

QQI Level 6 - Supervisory Management ✅Save up to 30%! Programme Content: 📌Fundamentals of Supervisory Management 📌Understanding personality types 📌Importance of effective communication in the role of Supervisor 📌Recruitment 📌Performance management 📌Planning 📌Budgeting 📌Record-keeping https://lnkd.in/gKbMi2fB #EUinmyRegion

The elephant in the room is when we neglect to manage performance - great, bad or simply making the grade. A robust performance management process is a must to creating a sustainable and high performance lean culture, moving the mean and narrowing the range. #Performance #Leadership #Business #People #Standard #Effort #Management #Lean #Quality

The business world is changing fast, and so is the role of the manager. Today’s managers do more than just delegate tasks. They need to create an environment where employees can feel and perform at their best. But without proper training, many managers struggle to meet these evolving expectations. In our latest article, we explore the manager skills gap and the key capabilities that managers need in today's workplace. Read the full article (link in comments 🔗).