This document discusses creating a culture of integrity and respect in the workplace through collaborative performance management. It emphasizes building mutual respect between managers and employees, sharing goals, humanizing the workplace through restraint and understanding, and providing frequent, positive reviews to recognize contributions. Managers are encouraged to actively listen to employees, follow up on their concerns, and conduct open and non-judgmental formal reviews focused on improving performance and developing goals. The goal is to maximize employee performance through collaboration and respect on both sides.

1. Collaborative Performance
Management
CREATING A CULTURE OF
INTEGRITY AND RESPECT
Highest Performance
Work together
Share goals
Mutual respect
Building Bridges
Humanize workplace
Restraint and
understanding
Recognizing
Contribution
Frequent reviews
Positive support
1

2. Culture of
Respect
Respect is a two way street.
If you do not respect your staff, they will not respect
you.
Collaborateive
Peformance
Management
Shared Goals
Maximize
Employee
Performance
Humanize the
Workplace
2

3. Building Culture of Respect
Open Door Policy
Be open to LISTENING
Actively HEAR
Follow-up and respond
3
FOLLOW UP

4. Open Door Policy
and
Formal Review
Similarity

5. Open Door
Policy
• Welcome your staff by openly and freely
listening to their concerns
• Empathize
• Take action and search for real solutions
• Do not blame
• Reinforce their faith in a caring work
environment by getting back to them after
the initial contact
5

6. Open Door
Discussion
• Do not be rigid
• Do not be judgmental
• Examine goals and means of obtaining those
goals
• Discuss the best way to reach those goals
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7. Formal Review
• Do not be rigid
• Do not be judgmental
• Examine goals and means of
obtaining those goals
• Discuss the best way to reach
those goals
• Employee should do most of
the talking
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8. Formal Review • Strengths and Weaknesses of the employee
• Employee’s perceived strengths and
weakness of work place in support to fulfill
their mission
• Goals for the next three months
• Developmental recommendations
8

9. End on a Positive
Note