Original Broadcast Date: Wednesday November 30, 2016
Effective performance management is a key responsibility for all lab managers. However, it is the activity that both management and staff dislike the most. In this webinar we will focus on developing collaborative performance management tools that build engagement with staff and deliver enhanced performance. We will focus on the three main stages of performance management: SMART objectives, the annual performance review, and development plans for both high and low performers. Collaborative engagement with staff can dispel the mystique of the performance review and replace it with constructive conversations.
Key points to be covered:
- Effective annual objectives reduce misunderstandings and improve overall performance
- A collaborative conversation about progress and learning is a much better way to conduct the annual performance review
- A focus on developing strengths can yield excellence, while focusing on weaknesses brings only mediocrity
- Both high and low performers can benefit from a development plan to focus opportunities for the next year
Scott Hanton earned a BS in chemistry from Michigan State University and a PhD in physical chemistry from the University of Wisconsin-Madison. After graduation he joined the Analytical Science Department at Air Products and Chemicals, Inc. in Allentown, PA. In a 20-year career at Air Products, Scott had research roles in laser science, mass spectrometry, and polymer analysis, and a series of analytical technical management roles. For the next four years, Scott was the laboratory operations manager and chief scientist for Intertek Allentown (PA). Scott’s current role is the general manager of the Intertek Allentown business. Scott has been active in ALMA since 2003 and on the ALMA board of directors since 2009.