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Discussing Performance

Discussing Performance. This Training Will Help You. Understand the value of focusing on outcomes Tackle contentious issues Formalize forward planning Avoid common pitfalls Give positive feedback Encourage self appraisal Work collaboratively to set goals

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Discussing Performance

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  1. Discussing Performance

  2. This Training Will Help You • Understand the value of focusing on outcomes • Tackle contentious issues • Formalize forward planning • Avoid common pitfalls • Give positive feedback • Encourage self appraisal • Work collaboratively to set goals • Motivate others to develop professionally

  3. Performance Discussions • Performance feedback discussions do not replace solid ‘day to day’ workplace communication. • Performance feedback discussion are the formal middle step in an ongoing dialogue between an employee and his or her supervisor.

  4. Performance Discussions • Air concerns • Talk about career and learning opportunities • Set goals • Be inspired

  5. Performance Discussions • Performance feedback discussions are not a test or a competition • Performance feedback discussions must be held in an atmosphere of trust

  6. Performance Discussions • Give people plenty of notice • Invite them to the interview yourself • Meet in a neutral environment free of barriers

  7. Performance Discussions • Preparation • Study job description • Familiarize yourself with previous performance agreements • Work through the job description to make sure it is accurate

  8. Performance Discussions • Build confidence • Build competence • Gain contribution

  9. Performance Discussion • Performance feedback discussions must be held in an atmosphere of trust

  10. Performance Discussions • Allow ample time • Close the door • Don’t take phone calls or queries

  11. Performance Discussions • Have positive body language • Lean forward a little • Use open hand gestures • Look relaxed

  12. Performance Discussions • No surprises • No Bombshells • Performance feedback discussions are not disciplinary meetings • Concentrating on trivia is unproductive

  13. Performance Discussions • Tackle contentious issues only when there is a pattern of behavior • Start with something positive • Recognize strengths and achievements

  14. Positive Feedback • Sincere (make sure it’s true) • Specific (describe behavior in detail) • Describe how you feel and how the behavior impacted on you and the organization • Personal (use the ‘I’ word) • Open to detail (let them tell you more)

  15. Performance Discussions • Encourage self appraisal • 90% of people rate themselves either at or below what their managers or team leaders would

  16. Use Open Questions • Who? • What? • Where? • How?

  17. Performance Discussions • Performance feedback discussions are not the same as wage and salary reviews

  18. Performance Discussions • Have an agenda • Deal with one activity at a time

  19. Performance Discussions • Isolate areas for discussion • State your observations clearly and calmly • Avoid any tone that can be perceived as an accusation

  20. Performance Discussions • Listen to their perspective • Resist the urge to speak yourself (give them space) • Show interest and continue to be encouraging • Acknowledge what they’ve got to say • Summarize the discussion

  21. Performance Discussions • Show empathy

  22. Performance Discussions • Understand the difference between empathy and sympathy • Empathy is the ability to put yourself in some else’s shoes to understand the situation • Sympathy includes the extra step of sharing that situation, embracing any problems and taking them on as your own.

  23. Performance Discussions • Reflect on the information • Talk about weaknesses in terms of learning opportunities • Identify and agree on learning opportunities

  24. Performance Discussion • Set goals and agree on outcomes • Build consensus • Visualize success • Make goals specific and measureable

  25. Performance Discussions • Embrace others • Include a time, schedule and financial budget

  26. Performance Discussions • Avoid thinking that rating people is always objective and impartial • Emphasize what you will do

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