How a Management Performance Improvement Plan Works and How to Implement It

We typically don’t think about needing a management performance improvement plan; however, management is the center and most important piece of determining the direction a business goes in. Having a leader that is misguided or worse unprepared for the job will do more to bankrupt a business than having multiple poor performing employees. One main reason is that if gone unchecked it will be like a cancer that has gone undiagnosed. Let’s take a look at some ways to detect poor performing managers and then what to do about it.















How Do I Know If I Need a Management Performance Improvement Plan?



Although it can, only looking at the bottom line will not necessarily determine if a manager is performing poorly. As an example the economy by itself can have an impact on a business even if the manager is following all the normal business practices set by the owners. That’s not to say that if the economy tanks then nothing can be done it just means there are some other outside influences on the bottom line. However, for the purposes of this article we will focus on other influences that are directly related to management.  leadership

As we all know management is directly responsible for the performance of their employees. Therefore, if the employees are not performing well then it is management’s responsibility to react to it. The sooner the better! The performance of employees is directly tied to morale, attendance, training, and poor behavior to name only a few. Therefore, a manager must have measures in place to monitor all the above items plus much more. If a manager is asked what are they doing to insure the above items are enforced and they give you a deer in the headlights look it may be time to prepare a management performance improvement plan for this manager.

Over my forty plus year career the most common mistake managers make, especially the newer ones, is that they either want to be best friends with their staff or they become arrogant dictators. With the manager that wants to be best friends they allow things to happen that shouldn’t, such as poor attendance, extended breaks, offensive language, gossip, breaking the rules, etc. Any of these will destroy a team quickly. They all have a tremendous effect of morale which kills productivity. Poor morale results not only on poor productivity but also poor attendance. So the first thing I always look at is attendance. A system must be set up to monitor attendance and a policy on taking action against those that abuse it.

Don’t Just Fire Someone for Poor Attendance without Understanding the Bigger Picture



Before you move to terminate someone who has been abusing your attendance policy take a look at the bigger picture. Take a look at everyone’s attendance that reports to that manager. If you notice the attendance of everyone, or most everyone, is beginning to decline this is an indicator the morale is falling. Now is the time to take a look at other factors. Have other good employees resigned for no apparent reason? (Every business should always conduct an exit interview to determine why an employee is leaving.) Has there been an increase in complaints from one employee about another? These are all indicators that you should implement a management performance improvement plan.  leadership

How Do I Implement a Management Performance Improvement Plan?



Quite simply I have found the best way to improve a manager’s performance is to mentor them directly. Begin working one on one with them and do this directly within the area that they manage. Get to know their staff so you can make some personal observations about what is necessary to do first. Be careful though not to damage their ability to manage their staff after you have made your assessments and improved the manager’s performance. The best way to do this is to allow the manager to implement any adjustments you feel are necessary. The only time you should do this differently is if the manager is not going to be retained.

Training classes and courses are a great tool for all staff including management, but the number one way to help a manager is get involved directly with them. Impart your knowledge on them. Take them out of their current environment and let them see you or other good managers perform in action. This will pay huge dividends.

Thank you very much and may God Bless You!



Related Topic



Improving Employee Performance – Managements Responsibility Is Extensive