Focus of Performance Management - Progress and success toward goal achievement

Assessing Needs

• Your goals
• The employee’s goals
• The department’s goals
• The organization’s goals

Considerations

1. Focus on performance issues
2. Clear expectations
3. Improvement 
4. Productivity
5. Objectivity
6. Accuracy
7. Performance, not person
8. Knowledge
9. Ongoing 
10. Detailed
11. Monitored
12. Consistent
13. Fair
14. Timely
15. Motivational

Why Do Performance Management?

1. Communicate goals, mission, values, purpose
2. Improve working relationships
3. Improve management
4. Identify and communicate strengths and areas for improvement
5. Provide feedback
6. Develop
7. Monitor
8. Support

Reflecting on Performance Discussions

Think about your last review:
-  What thoughts come to mind?
- What went right, what went wrong?

What Do Employees Want?

1. Clear expectations
2. Positive/constructive feedback on regular basis
3. Understand evaluation criteria
4. Involvement in goal setting
5. Accurate job descriptions
6. Be treated fairly and consistently
7. Sharing of info and resources
8. Job/career enrichment opportunities

Elements and Outcomes
Elements

• Listening
• Coaching
• Feedback

Outcomes
•  Better performance
•  Improved morale, trust, and loyalty
•  Commitment

Listening Skills

• Active listening
• Expression
• Verbal/ non-verbal cues
• Distractions
• Retention

Active Listening

• Reflection
• Reiteration/Paraphrase
• Body Language
• Elaboration
• Acknowledgement

Performance Management

• Coaching Skills
• Observation
• Counsel
• Condition
• Criteria
• Response
• Solutions 
• Agreement
• Follow through
• Adjustment
• Follow-up

Feedback

• Purpose
• Setting
• Timing
• Forward focused
• Two-way
• Responsive
• Accurate
• Balanced
• Relevant 
• Comprehension
• Agreement
• Follow-up

Giving Feedback

•  Professional

•  Purpose

• Listening vs. talking
• Performance, not personality
• Support 
• Privacy
• Start with positive
• “I” vs. “you” statements
• Factual
• Strategize
• Goal setting focus
• Resolution

Receiving Feedback

• Have an open mind
• Avoid defensiveness
• Listen for meaning
• Seek out resolution
• Give guidance
• Utilize effectively

Communicating Effectively

•  Preparation  

•  Professionalism

•  Matching body language to message

• Tone awareness
• Scripting
• Focusing
• Responsiveness

Problem Solving

• Define
• Brainstorm alternatives
• Identify causes
• Collect/analyze info
• Consensus
• Action plan

Goal Setting

SMART Goals:

Specific

Measurable

Attainable

Relevant

Time sensitive

Conflict

Destructive Conflict

• Adversarial positions
• Right vs. wrong
• No listening
• No alternatives offered
• Unyielding
• Issues/problems not defined
• Breakdown in communication
• Win/lose, lose/lose

Conflict

Constructive Conflict

• Focus on issue
• Acknowledge 
• Allow for venting
• Separate feelings from issues
• Active listening
• Allow reflection
• Repeat back
• Brainstorm alternatives
• Obtain agreement
• Win/win
• 
  

A Final Thought

The conventional definition of management is getting work done through people, but real management is developing people through work.

- Agha Hasan Abedi