6 Steps to Effective Performance Conversations

Refresher Training

• No Surprises

• Plan your feedback

• Performance happens daily, reviews should too!

• 365 days of feedback

• Performance Reviews should be conversations

Therefore, annual reviews should summarize

information gathered and conversations held

throughout the year

Why Bother?Reviews have a

purpose:

they collect useful information that is put to work for the entire

organization (and that means for employees, managers, the

exec...)

...and they should inspire people to improve

• Share your goal/s for the year

• Meet with your team individually

• Set individual performance goals

• Use the SMART principle

• Write them down, copy for you, copy for them

Step Start of the Year

Step Every Quarter

2

You RockCongratulations

Well Done

• Organise touch base meetings

• Prepare points to discuss

• Discuss expectations

• Take notes

• Give Feedback

Praise

Problems

Potential

Feedback 3 P’s

Two Weeks

Before Step 3• Ask each team member to jot down a list of things they are proud of from the year

• Compile your notes on each team member and ask for feedback from others

• Sales targets• Service standards• customer feedback

Questions to Consider:

1. Is this person meeting her/his goals?

2. Meeting your expectation?

3. If not why?

4. Can you change this?

In Person ReviewStep 4

• Provide self review 1 hour before meeting

• Initial emotional response in private

• 80/20 rule – you need to zip it!

• Let your employees talk

• Put them at ease

Key Questions: 1. How are you doing?

2. How can things be improved?

3. How do you think the team is going?

4. How can I help you be more successful in your job?

Set the tone!

Pick a side – Good or Bad!

Most people are solid workers

Concentrate on what they have done well!

For Poor Performers

1. Don’t sugar coat bad news

2. This is your chance to confront poor performance and demand improvement

3. You are not doing anyone any favours by avoiding this!

Praise

Problems

Potential

Feedback 3 P’s

You, the Coach!Step 5

Key Questions: 1. What is the employee doing that is

not working?

2. What should they do more of?

3. What are they doing that is highly effective?

Hold your GroundStep 6

Hot Button – Money & Rank!

Separate any talk of compensation from performance

If you must do it , do it at the beginning not the end

Rankings:• Most employees will score middle – 3• Some might feel let down – Think of School • A 3 in corporate world is – Meeting Expectation• If they hit their targets, they are a 3! Its a goal!

The Secret...

Remember!

Don’tDo

Make it clear at the beginning of the year how you will

evaluate your team

Give your team a copy of the self review before your face to

face meeting

Deliver a positive message to your good performers –

concentrating on strengths and achievements

Offer general feedback; be specific on behaviours that you want your team

– 3 P’s

Talk about compensation during the review; but if you must, divulge the

salary info at the start of the conversation

Sugar-coat the review for your poor performers; use the face to face review to

demand improvement