Part of your job as a leader is to manage your team’s performance.
But performance management is not just about filling out your performance appraisal forms at the end of the year.
Performance management is a variety of activities you must do all year.
These activities include:
Using this chart, you can see that your formal performance evaluation process is only one step in the annual performance management cycle. Unfortunately, in many cases, it is the only activity many leaders do all year.
But the cornerstone of performance management is not filling out forms.
Rather, it is honest and focused conversations between employees and their leaders.
In fact, research clearly shows that effective employee-leader dialogue is the key to effective performance management.
So, if you want to have meaningful performance conversations with your team, what should you be discussing?
Start with the following:
- A clear overview of your expectations
- Feedback on your team’s results
- Ideas on how to further improve your employee’s capabilities and results
Performance management aims to inspire and engage your team to achieve great results.
So, how can you move from focusing on annual performance discussions to having more meaningful career conversations with your team?