Leadership: Performance Management 3 Hints
A key component for any leader to master is to have open and honest discussions about performance with members of his/her team. Good leaders are able to achieve success through the performance of others. These discussions can at times be difficult and or painful. A recent article gave some excellent tips as how to have a discussion with an employee experiencing a poor performance. The most important thing to remember about these discussions is to measure them by the result that is subsequently achieved.
This blog article will apply to both the conversation with an employee who is performing well and with an employee is performing below expectations. Here are three helpful hints for engaging in these important conversations.
Hint Number One: Be Prepared
Managers and top level leaders must be adequately prepared for these conversations. This is a conversation that must be based upon facts. The information discussed during these meetings is not theoretical or based upon emotions. Performance is something that must be measureable or how can it possibly be improved upon. A common example is with a sales person who is tasked with achieving certain sales goals within a set period of time. The discussion must be based upon the achievement or failure to hit those numbers.
Additionally, this conversation must be properly scheduled so both parties are aware that it is going to take place. Schedule the appropriate amount of time for a good conversation to take place. Forty-five minutes to an hour is a fair amount of time for a performance conversation. Make sure to have this conversation in a private area with no outside intrusions.
Hint Number Two: It Is A Conversation
Managers and top level leaders often mistake this type of conversation as a disciplinary type of conversation. This is not a disciplinary conversation unless the poor performance is a repeat subsequent to a prior conversation. This applies to both the good performance conversation and the poor performance conversation. This is a great opportunity to engage in a meaningful conversation with the employee.
Start the conversation with an honest discussion of the measureable results of their performance. Next allow the employee to talk. This will require the manager or top level leader to listen. Employees who are not performing up to expectations may have some valid points to be made that need management attention so performance can be improved. Equally important, good performance can also be improved based upon input from the employee requiring management assistance. Listen and it will be amazing what the members of your team will tell you! Leaders are responsible for their teams overall performance. Take ownership of this area with all your team members.
Hint Number Three: Set Goals Going Forward
Performance is an issue that needs constant attention. What's next should be a big part of this conversation. Make sure both parties are crystal clear on expectations going forward. This should also be subsequently documented in writing and copies provided to both parties and to the organization as appropriate.
Performance expectations must be clear but so also should training and development opportunities. Performance can be enhanced by providing training and development. Make sure this is a part of the conversation and a part of the goals going forward.