Managing performance
Prepare for productive performance conversations
Prepare for productive performance conversations
Key Takeaways:
For years, employees and leaders have dreaded the annual performance review process, when in reality it’s just a meeting between a leader and their team member to discuss how the team member is progressing towards their goals.
Prepare for productive performance conversations by following these 3 steps:
1
Prepare to make it a 2-way conversation
You and your team members should contribute equally to the conversation and be equally invested in the preparation. To gain their involvement and engagement, help them prepare for the conversation.:
Sharing what the process looks like and everyone’s responsibilities
Sharing your organisation's performance review template or use our template
2
Gather evidence of performance.
Approach the conversation with rich examples of your team members performance from various sources. These examples will guide the discussion.
During the conversation, reference specific examples of behaviours and performance outcomes. You can bring performance evidence from feedback given by the business, projects your team member worked on, or feedback from customers and clients. The team member should also come prepared with their evidence to back up the information provided in the performance review document.
By doing this, the discussions are perceived as fair and reduce bias, and the leader can provide specific feedback that is more valuable to the team member than just a comment or a point of view.
During the conversation, reference specific examples of behaviours and performance outcomes. You can bring performance evidence from feedback given by the business, projects your team member worked on, or feedback from customers and clients. The team member should also come prepared with their evidence to back up the information provided in the performance review document.
By doing this, the discussions are perceived as fair and reduce bias, and the leader can provide specific feedback that is more valuable to the team member than just a comment or a point of view.
3
Choose the right time and place for a performance discussion
Choosing the right time and place for a performance discussion is critical. The location should be private and confidential to ensure a secure and safe environment for discussing sensitive topics such as strengths, weaknesses, and career goals.
Perhaps ask your team member about their preferred location. Timing is everything, and scheduling it over lunch or before work can be helpful.
Perhaps ask your team member about their preferred location. Timing is everything, and scheduling it over lunch or before work can be helpful.
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