Meeting once a year for an employee performance catch-up no longer seems effective or relevant in modern fast paced environment. As a result, more and more companies are making the switch to continuous performance management.
Increasingly, organisations are prioritising on-going communication between manager and employee, while doing away with numerical performance ratings and stack-ranking systems. It seems that regular performance and development discussions are one of the performance management trends that are here to stay. Done right, they are an incredibly effective employee performance management tool that has the ability to elevate motivation, employee engagement and productivity while improving relationships between supervisor and employee.
Regular performance discussions and coaching sessions sound great in theory, but putting them into practice is something else altogether. Organisations frequently tell us that their managers lack the knowledge of how to conduct meaningful performance conversations. We’re here to help bridge that gap.
Below, we have laid out five primary discussion points to cover during these meetings to ensure a structured, productive and worthwhile exchange.
Managers need to remain up-to-date with employee progress in terms of objectives and SMART goals. The more frequent the performance discussions between the supervisor and employee, the more relaxed, open and honest the employee will be with regards to goal progression and possible obstacles. This is because with increased communication comes familiarity and the sense that the manager is there to truly help, rather than to judge and evaluate.
Objectives may also need to be adapted as priorities change, so take the opportunity at each meeting to consider whether objectives are still relevant and productive.
Managers and employees should take some time to discuss personal and career development. Which skills, knowledge or strengths could be developed to successfully achieve objectives, to progress towards a career goal or to help the individual or the team perform more effectively?
If the employee has any issues or concerns, now is the perfect time to raise them. They have their manager’s full attention and they know they have someone to work with them to arrive at a solution. Equally, if the manager has any problems they wish to discuss, this private setting is the ideal environment in which to raise them. Decide on specific actions that need to be taken, and set a time frame to follow-up and put them into action.
Take the opportunity to discuss team or organisational priorities for the coming weeks and what this means for the employee’s personal priorities or goals. If there has been a change in focus or direction, the employee’s objectives may need to be re-prioritised or new objectives added.
Employees need to know that management is there to help and support them in any way they can, which makes the issue of managerial support a key discussion point. Is there anything the employee needs from their manager in the coming weeks? This may be anything from dealing with an internal office conflict to organising maternity leave. Use this opportunity to draw up a plan of how the manager can help. Managers should also schedule follow-up discussions to ensure the employee’s needs are being met.
How Can You Ensure These Items Are Regularly Discussed?
Employees and managers need to be provided with a clear structure for performance and development discussions to ensure that these discussion points are covered in detail. I Train Consultants will be happy to help the managers and HR Professionals via one-on-one coaching and webinars. These are purpose built to ensure that regular performance discussions take place that they are meaningful and that action points are captured and followed up. Email us at [email protected] for details.
Author: Vishal Punetha
Corporate Training Consultant
I Train Consultants India Pvt. Ltd.
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