Should I Include Individual Credibility as Part of Performance Management?
Next to their job performance, nothing has more bearing on your employee’s influence or stature within the organization than their reputation for integrity and honesty. Consequently, you may want to include, as part of the behaviors that will be assessed, those that protect your employees’ credibility. Thus you will discourage your workers from taking any actions that might jeopardize their reputation.
Here are some suggestions that you can make to them:
- Be honest.
- Keep your word.
- Honor deadlines.
- Admit when you’re wrong.
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Be honest. If they don’t know the answer to a question they have been asked, they should admit it and then investigate the answer. You don’t want them to mislead and thereby misdirect others.
Keep your word. Ask your employees not to make any promises they are not sure they can keep. That way, when they say they can do something, you know they will, and you won’t find yourself in a tight spot down the road.
Honor deadlines. If they are not going to meet a deadline, they should let you and their coworkers know well in advance. Ideally, they should mention concern during planning and make contingency plans.
Admit when you’re wrong. When you make a mistake, you should acknowledge it. Likewise, your employees. Let your employees know that you expect them, too, to acknowledge their shortcomings, regardless if it is their responsibility or not. When it’s not their fault, you also don’t expect them to blame others.