Discussions with Employees about Performance
Discussions with employees about performance
It is not easy to run a business. Even with a talented team of people, there will always be problems. It’s inevitable. While it’s impossible to avoid obstacles, you can create a team of talented people who can thrive in the face of them.
Although regular performance discussions and coaching sessions sound wonderful in theory, it is difficult to put them into practice. We often hear from organisations that their managers don’t know how to have meaningful conversations about performance. We are here to bridge this gap.
Performance is important
These conversations are not meant to be a punishment for the employee. The purpose of conversations like this is to improve their performance. This is why you shouldn’t delay the conversation. The more time you wait, the harder it will be to have a conversation. Because they will believe that their behaviour is acceptable because no one has addressed it.
Performance discussion is extremely important. It is not only the determining factor for an employee’s promotion or wage rise, but it also can accurately evaluate an employee’s strengths, weaknesses, and skills.
Every performance management system must ensure that the organisation’s goals and ambitions are met while also aligning with employees. This will ensure that performance management and business goals are intertwined with employee wellbeing and morale.
Tips for discussing employee performance
As a manager, it is important to know when you should react. These tips will allow you to lead meetings more confidently, regardless of whether it is a performance review or a salary adjustment meeting.
Establish clear performance metrics
Employees do what you measure and improve on the things that you track. Before you talk about poor performance, make sure everyone is on the same page regarding metrics and measurement standards. Employees and managers should be able to clearly communicate their expectations about performance.
Objectives and SMART goals
Managers must keep up to date with employees’ progress regarding SMART goals and objectives. Employees will feel more open, honest, and relaxed if they have regular performance discussions with their supervisors. Because of this, communication increases, and employees feel more comfortable communicating with their managers. This is because they know that the manager is there for them to help and not to evaluate and judge.
Choose a tone
Face-to-face conversations often take the form of a “Feedback Sandwich”: compliments, criticisms, and more niceties. This approach discourages your stars and encourages your losers because it doesn’t convey a single message.
Make a list of notes and an agenda
It is not fun to walk into meetings blindly. Performance conversations are no different. Managers and employees should have the opportunity to have meaningful conversations about performance. Both parties need to work together to create a shared agenda with notes and key points.
There will always be an improvement. No worker is perfect. Make a decision about what it is worth discussing and don’t be afraid to raise it. You won’t get anywhere if you don’t address the issue.
Accepting resistance or denial
Good managers are able to withstand this kind of resistance because they have high emotional intelligence. They keep their cool and remain objective. They will use repetition but in a calm and assertive voice. This helps them stay focused and to get the point across. You won’t see them apologise. This will help you avoid argumentative baiting.
You can exchange feedback
It is important to provide feedback for performance management. Employees are eager for feedback, and they expect it to be provided regularly. Employees want to know what their performance is and where they can improve. They should also have the chance to provide feedback about their company and managers. This is how company processes can improve and become more efficient.
Make the meeting motivating
Employees should be motivated and enthusiastic about the possibility of continuing to learn, develop, and help others. You want performance reviews in which employees speak more than half the time. This conversation can be encouraged by asking these questions.
Managerial Support and Help
Management should be there for employees. This makes the topic of managerial support an important point. What is the employee’s need for support from their manager over the next few weeks? These could range from resolving an office conflict to organising maternity leave. This is a great opportunity to create a plan for how the manager can assist. Managers should schedule follow-up conversations to ensure that employees’ needs are met.
These performance review tips will help you to create a valuable tool in your management toolbox. Performance reviews can improve your relationships with employees, increase performance for your company, and make it easier for employee-manager communication to be improved. This will also benefit customers and work relationships.