Managing performance
Roles and responsibilities in performance conversations
Roles and responsibilities in performance conversations
5 minutes
A lot of managers, especially those new to leadership, don’t realise that both you and the individual play a key role in these conversations – it doesn’t sit solely on you! There are things that do, but also things that sit with the individual and things that are shared between both of you.
Read below to see who should be doing what.
Manager
- Communicates business outcomes and strategic direction
- Assists individuals to identify development areas and provides coaching to achieve higher performance
- Guides and facilitates personal development plans
- Provides feedback on the performance of the individual, identifying opportunities for stretch and improvement
- Collects evidence to support any feedback provided throughout the development conversation
- Provides feedback on any performance rating attained for input to a reward process
- Identifies need for and instigates formal disciplinary procedures
Individual
- Understands, owns, and where appropriate sets objectives that are business focused with measures and standards
- Seeks, reviews and presents information/examples/evidence of progress
- Collates evidence and feedback on their own performance
- Owns and drives personal development plan
- Summarises and evaluates year end progress against outcomes, behaviours and development plan
Shared responsibility
- Prepare for performance development discussions
- Discuss outcomes, measures and standards of performance
- Understand behaviours needed to achieve outcomes
- Regularly review progress against outcomes and behaviours
- Revisit development needs at regular intervals
- Provide two-way feedback that is honest and open
- Take steps to address performance shortfalls
Make sure you share this information with your team, so they know what you expect from them!
by
Hellomonday