PLMI, Year 2, Day 2: Managing Performance

Today, we had the pleasure of meeting Maggie Bahou, Director of Human Resources and Organization Development for the Secretary of State. She shared a wealth of information about Managing Performance continuously and annually. My library standards specify one annual performance review for the Director by the Board. With 19 months on the job, I think it is time for me to work with the Board to accomplish this. In addition, I believe all of the team at both Perry County libraries will benefit from evaluations and goal-setting.

I have an extensive background on this topic in healthcare, banking and manufacturing. Frankly, I had hoped to never see a performance evaluation form again. I have always doubted the efficacy of performance evaluations, and Maggie confirmed that all performance management systems have flaws. However, she also stressed that managing performance doesn't have to be a lengthy process as long as it brings about change. What a relief. She gave some great tips and allowed our group to ask questions throughout her presentation which sparked loads of discussion and sharing of great ideas. I learned so much from our cohort and from our talented facilitators. I feel energized about the topic and enthusiastic about dusting off the old skills combined with the fresh information shared today to manage performance effectively.

On another note, today's discussion gave me the opportunity to share the fabulous acronym shared with me by my former colleague, Ayn. H.A.L.T. stands for Hungry, Angry, Lonely, Tired. If I need to share performance feedback, I should not do so if I am feeling hungry, angry, lonely or tired (or if the employee I am sharing with is feeling hungry, angry, lonely, tired). This self-check tool is really helpful in many situations and can help performance management discussions be more effective.