Improving employee behavior through the performance appraisal is challenging. Shifting the mindset of the manager to one of improvement shifts the outcomes that employees have. Does your company complete performance appraisals? Are they used effectively to improve performance and increase business results? Are managers trained to coach staff effectively? Leave your comments!! https://compassroseconsulting.com/coaching-staff-success

1. Shifting from Appraisal to Performance Improvement Manager Mindset Shifting Business Success Coach Donna Price Compass Rose Consulting

2. When managers shift their mindset from a top down performance appraisal to an empowered performance improvement plan the results are solid business results.

3. Performance appraisals come with a certain mindset.

4. Mindset Often it is one of talking about what didn’t go well, where there needs to be improvement and often are used as a strategy for firing employees.

5. Shift From Telling to Collaborating But what would happen if the mind shift went from telling to collaborating, from planning for success instead of fixing “bad” behavior and one of empowerment and mastery.

6. Become a Master of Results It works to shift the mindset of the manager or supervisor to one of empowering employees to become masters of their results, in charge of their own plan and their success.

7. Coaching/Collaboration. It also shifts from a “telling” and top down management style to one of coaching and collaboration There are several steps to take in making the shift.

8. Empowered Staff Staff are empowered to set goals, take action and in collaboration with the manager. Now, this doesn’t mean that managers are involved and can’t say no to new ideas. It’s not an open season on making changes.

9. Manager Expectations Managers set out their expectations for staff and then staffs establish their plan to meet expectations and exceed them—in essence their performance success plan

10. Autonomous Plans When staffs create a well-rounded plan with their manager then managers learn more about the staff, their vision, their personal goals and desires.

11. Golden Nuggets This information is invaluable to the manager.

12. A Coaching Environment Allows for more engagement with the employee.

13. Insights It can also provide insights into employee’s personal desires that are helpful to the manager in providing needed supports.

14. Regular Coaching Meetings occur at least monthly and perhaps more frequently.

15. Performance Success Plan The performance success plan is the center of the meeting. It keeps the plan alive and moving forward and keeps the focus on the top priority goals.

16. Manager as Coach The manager uses coaching skills to work with the employee

17. Safe Environment Challenges are easily shared because a safe environment has been developed. This allows the employee to share what their challenges are and receive feedback from the manager.

18. Disservice… So often during appraisals goals are set and then never talked about until the following year’s appraisal. This is a disservice to employees and to the company.

19. Sharing Employees have to no opportunity to share what road blocks or obstacles they are facing. Managers have no opportunity to give feedback, share resources, ideas, or revise goals. These actions are what make goals achievable.

20. Score Goals Throughout the year the monthly coaching review of the plan and scoring of goals keeps the employee on track and the plan on track.

21. Empower Success It empowers employees to succeed, and empowers managers to support their staff in success.

22. Take Action Today Learn More About the Performance Improvement System: www.PerformanceImprovementSystem.com Business Success Coach Donna Price Compass Rose Consulting, LLC