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6 Steps to Effective Performance Conversations

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A Training Slide deck to refresh supervisors and or managers on how to have effective performance conversations.

Published in: Recruiting & HR
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6 Steps to Effective Performance Conversations

  1. 1. 6 Steps to Effective Performance Conversations Refresher Training
  2. 2. • No Surprises • Plan your feedback • Performance happens daily, reviews should too! • 365 days of feedback • Performance Reviews should be conversations Therefore, annual reviews should summarize information gathered and conversations held throughout the year
  3. 3. Reviews have a purpose: they collect useful information that is put to work for the entire organization (and that means for employees, managers, the exec...)
  4. 4. • Share your goal/s for the year • Meet with your team individually • Set individual performance goals • Use the SMART principle • Write them down, copy for you, copy for them Step
  5. 5. Step 2 You Rock • Organise touch base meetings • Prepare points to discuss • Discuss expectations • Take notes • Give Feedback
  6. 6. Praise Problems Potential
  7. 7. Step 3 • Ask each team member to jot down a list of things they are proud of from the year • Compile your notes on each team member and ask for feedback from others • Sales targets • Service standards • customer feedback Questions to Consider: 1. Is this person meeting her/his goals? 2. Meeting your expectation? 3. If not why? 4. Can you change this?
  8. 8. Step 4 • Provide self review 1 hour before meeting • Initial emotional response in private • 80/20 rule – you need to zip it! • Let your employees talk • Put them at ease Key Questions: 1. How are you doing? 2. How can things be improved? 3. How do you think the team is going? 4. How can I help you be more successful in your job?
  9. 9. Pick a side – Good or Bad! Most people are solid workers Concentrate on what they have done well! For Poor Performers 1. Don’t sugar coat bad news 2. This is your chance to confront poor performance and demand improvement 3. You are not doing anyone any favours by avoiding this!
  10. 10. Praise Problems Potential
  11. 11. Step 5 Key Questions: 1. What is the employee doing that is not working? 2. What should they do more of? 3. What are they doing that is highly effective?
  12. 12. Step 6 Hot Button – Money & Rank! Separate any talk of compensation from performance If you must do it , do it at the beginning not the end Rankings: • Most employees will score middle – 3 • Some might feel let down – Think of School • A 3 in corporate world is – Meeting Expectation • If they hit their targets, they are a 3! Its a goal!
  13. 13. Remember! Don’tDo Make it clear at the beginning of the year how you will evaluate your team Give your team a copy of the self review before your face to face meeting Deliver a positive message to your good performers – concentrating on strengths and achievements Offer general feedback; be specific on behaviours that you want your team – 3 P’s Talk about compensation during the review; but if you must, divulge the salary info at the start of the conversation Sugar-coat the review for your poor performers; use the face to face review to demand improvement

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