Introduction
If we could all have what we wanted, most of us would choose to be happy. We’d make sure that our work was meaningful and that we felt valued for the work we did. Unfortunately, life doesn’t always deliver on this promise. In fact, sometimes it delivers just the opposite: you find yourself in a job where your manager doesn’t value your contributions or where you don’t feel like you are making a difference. Maybe you even dread coming into work every day because there are so many things going wrong. But even if you aren’t having fun at work or feeling like there is any possibility of change, there still might be some hope! That’s because one thing we can all do is create our own happiness—and here’s how:
How to conduct effective performance conversations.
To conduct a successful performance review, you need to be prepared.
- Start with a positive. Reviewing your employee’s work is not the time to point out all of their flaws and mistakes. Instead, start with something they did well and ask them why they think it went so well. This will help set up the conversation in a positive way while also giving them an example of what they did right–which can make it easier for them to see where improvements are needed later on in the conversation.
- Ask for feedback on yourself as well as on others who report directly or indirectly to you (e.g., peers). You want this information because it helps guide your own development plan; however, if someone else has been supervising someone more closely than you have been supervising yourself then make sure that person knows about any issues before sharing them with others who may feel differently about those same problems!
The 5 components of effective performance management.
- Set clear expectations.
- Give regular feedback.
- Provide development opportunities.
- Celebrate success, and make sure you’re on the same page as your team members so they know what’s expected of them at all times!
What REALLY matters when assessing performance.
This is the most important question you can ask yourself when assessing performance.
What really matters?
What doesn’t matter?
How do I know what matters most, and how much should I focus on each item in my organization’s performance management system?
A roadmap for how to set goals and objectives effectively.
- Set goals that are specific, measurable, achievable, relevant and time-bound
- Set goals that align with your company’s mission and values
- Set SMART goals: Specific (e.g., “I will increase sales by 20{b863a6bd8bb7bf417a957882dff2e3099fc2d2367da3e445e0ec93769bd9401c}”), Measurable (you can measure it), Achievable (the goal should stretch you but not be out of reach), Relevant (it must be important to you) and Time-bound (set a deadline).
How to make goal setting fun and goal oriented, without feeling like an exam!
- Have a clear goal.
- Set realistic goals that are measurable, time bound and specific to your role.
- Make sure it’s in line with the company’s mission, vision and values.
Having regular performance conversations with your team is a good way to keep them motivated, but they can be tricky!
A performance conversation is a meeting that you have with your team members to discuss their progress and future goals.
Having regular performance conversations with your team is a good way to keep them motivated, but they can be tricky! Here are some tips for making sure yours go well:
Conclusion
I hope this article has helped you understand the importance of performance management and how it can help your team be more motivated and productive. If you’d like to learn more about how to conduct effective conversations with your employees, check out our guide on how to talk about their performance!
