Archive for Management Observation Program
Management Observation Program Best Practice 4 – Observation Quotas
Management observation programs seek to reinforce desired behaviors while also capturing data to enable the identification of improvement opportunities. Both of these objectives require observation repetition in order to be effective; enough reinforcement points to alter or establish reflexive behaviors and an adequate number of data points collected to enable a statistically sound conclusion to [...]
Read moreManagement Observation Program Best Practice 3 – Use of Standard Observation Forms
In order to be fully effective, a management observation program must have credibility with those being observed and provide organizational performance improvement information. Credibility is established when those observed can expect both repeatable evaluations by one manager and consistent evaluations by different managers for a given job performance relative to established standards. Organizational performance improvement [...]
Read moreManagement Observation Program Best Practice 2 – Program Alignment with Established Performance Standards
The goal of any observation program is to promote adherence to the performance standard delineated by management in order to consistently achieve superior results. Additionally, observation program credibility exists when those being observed can expect both repeatable evaluations by one manager and consistent evaluations by different managers for a given job performance relative to established [...]
Read moreManagement Observation Program Best Practice 1 – Immediate Feedback
Can you remember what you ate for dinner last night? Last week? Neither can many others. How well then will a worker remember the nuances of his or her job performance days or weeks earlier on which feedback is now being provided? Probably not very well. Like all feedback, that documented as a part of [...]
Read moreManagement Observation Program – Introduction
“You can expect only what you inspect.” Military Axiom Managers are responsible for establishing and reinforcing work priorities and standards of performance. Reinforcing expectations requires interaction with subordinates and is most effective when the manager personally observes, rather than reading or hearing about, performance behaviors and immediately provides feedback. Lasting individual and organization performance improvement [...]
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