7 Magical Tricks to increase Management Performance.

 7 Magical Tricks to increase Management Performance. 

1st Trick- Split the Organizational Goal into Departmental Goals

Define organizational Goal

What level your organization or business are supposed to be after a certain time period.

Organize teams as Departments

Combination of correlated jobs or activities  

Split Top Goal for each Department

How the Department can contribute to the Organizational Goal

Assign each Department its Goal

Departments running in different directions, can't achieve organizational Goals.

2nd Trick- Calculate the Performance Gap 

Know the existing work pattern and track of each Department (the present reality)

Define the required results for each Department (required future outcome)

Calculate the Performance Gap ( required future outcome - present reality) of each Department

3rd Trick- Covert the Performance Gap in Numerical Form

Convert every department's performance or even of every individual in a measurable tool in a Numerical Form.

Link these Numerical with Organizational Goals. Start your whole system moving in One Direction in Numerical format.

If you can't measure the performance you can't improve the performance.

4th Trick- Become Performance Gap Partner

Identify the Gaps and help the Department to fulfill the Gaps.

Ask the solutions from your team, i.e. what you can contribute to the Goal of the company?

allow them to evaluate themselves. 

Identify the skill deficiencies, and arrange training programs. 

5th Trick- involvement is the real commitment.

Involve your Departments, your team in the management process. Not Direct them but Ask them to Bring their Ideas.

Employee engagement will not only retain them but they feel more empowered and show their commitment. 

Your task is not to Direct your team as a manager but to involve and engage them as a leader.

6th Trick- Personal Performance Score Board

Ask each team member to have their own personal performance scoreboard, it may be their Laptop, notepad, or working diary.

It's a very powerful tool, when they try to maintain their scoreboard they remain focused on the Goal. 

It must be visible to you (leader) and the individual himself. So at any point, both can measure whether it's a winning or losing position. 

7th Trick- Correction Trick 20-30-50

Never Discuss the Past Errors ( what had done wrong) rather Discuss the Future Plans ( what can be done right)

If you need to discuss any mistake then

Discuss 20% about Past Achievement

Discuss 30% about Current Mistakes

Discuss 50% about Future Corrections

Replace Past Performance Appraisal with Future Performance Management Plans. You have to gain confidence and trust in them. Your task is not to demotivate them on their mistakes but improve them by learning from mistakes with more energy and confidence. 

Conclusion: 

it needs to act as a leader rather manager, 

a manager is always focusing on getting tasks done by the people, whereas a leader focuses on the ability of his team to do tasks. a leader is not managing his team but manages the performance of the team.