PERFORMANCE MANAGEMENT
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COMMUNICATE CLEARLY • • •
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Establish an open-door policy and ensure that you follow through on that commitment. If a team member comes to you for help,•you Be should yourself to talk your eitherexpectations immediatelytooryour soon thereafter. sure make you are clearlyavailable communicating team. Always listen to your employees concerns, even in times whenexpectations you disagree. • Ask a and teamtheir member to summarize the stated to ensure you are aligned. Be sure to actively listen nottime thinkinabout what you are going totosay • and Take your one-on-one meetings seenext if any team member needs clarification of the expectations or As a best practice summarize what you heard the employee say before taking your turn to speak. if they feel clear.
COMMUNICATE OFTEN • •
Use your team meeting to reinforce expectations and to highlight examples of high performing behavior. Use your check-ins with your individual team members to discuss how they are performing against expectations.
CHALLENGE YOUR EMPLOYEES • •
At team meetings discuss the behaviors that differentiate meeting expectations vs. exceeding expectations. Be upfront that you will be assessing performance throughout the year and will be working to distinguish individuals that are exceeding expectations vs. those that are meeting expectations.
RECOGNIZE LEVEL OF EFFORT • •
Recognize team members that are going above and beyond in team meetings being sure to address the specific behaviors and the positive impact it is having on the team/organization. Be sure to recognize extra effort in performance reviews. At a minimum, this recognition could be incorporated in the text of the performance review. Ideally you will be able to recognize the effort in the monetary component of the review as well.
BE HONEST WITH PERFORMANCE REVIEWS • • •
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Always be honest in your ratings on performance reviews. A common mistake that managers make is giving higher ratings to lower performing employees hoping that by giving the higher rating the employee will improve. This does not work. Higher performing employees will disengage if they perceive that they are getting the same rating as others who have not put in as much effort.
