Holding Effective Performance Conversations – The 10 Steps Created by: Jane Pettit Learning and Development Manager Organizational Effectiveness.
Post on 19-Dec-2015
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Holding Effective Performance Conversations – The 10 Steps
Created by:
Jane Pettit
Learning and Development Manager
Organizational Effectiveness
Objectives
• Review Performance Management Cycle
• Identify 10 Steps in the Performance
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Performance Management Cycle
I.Performance
Planning
II.Observe & Measure
Performance, Coach
And Develop
III.Evaluate,
reward and recognize
Performance
Ten Steps of a Successful Performance Review
• Make it
regular,
consistent and
immediate.
1. It’s ongoing
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2. Prepare
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Preparation
1. Ask the employee to do a self-appraisal
2. Review your employee’s self-appraisal, your records and the review form.• Identify accomplishments and successes• Identify what you appreciate • Identify concerns: errors, mistakes and feedback
you’ve already given• Prepare your feedback• Identify behaviors or skills that need to be
developed?
3. Consider the employee’s work style
4. Write out your opening line and include the purpose of the meeting
3. Begin the Meeting
Start with:
– Your opening words
– The purpose of the meeting
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4. Ask an Open-ended Question and Listen
– How do you think this year went?
– What are you most proud of?
– How would you like to grow
professionally in the coming year?
Your role: Listen!
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5. Recognize Accomplishments
• Give credit for past accomplishments and successes• Acknowledge what team mates have said• Acknowledge any customer feedback• Acknowledge any behaviors or competencies that
you admire• Say “Thank you”
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6. Give Corrective Feedback
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Remember to…
• Be specific• Keep a dialogue• Be present, don’t over-
anticipate
Note: The employee…• may expect the worst• may counter-attack• may be passive
7. Ask for Feedback
• “How can I support you better?”• “What can I do to help you be successful?”
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8. Discuss the Assessment• Discuss your assessment and employee’s
self-assessment• Listen and be flexible
ManagerEmployee
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9. Discuss a Development Plan
• Identify the competencies this employee should develop
• Choose one or two• Discuss resources
and opportunities for development
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10. Agree on the Plan and Thank Them
• Be sure you have agreement on the plan• Thank your employee
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