EPISODE E6.009 Implement Performance Management Process

RESULTS RADIO..."Let's Grow Together"

Introduction
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Show Objectives - The Why
Touchy subject. Most people who have experienced corporate life have gone through the with few kind comments. 

Key Issues - Owner/Manager Perspective:

1. People must receive timely feedback to self-manage.
2. People must talk often to keep the meetings from being too confrontational.
3. The process and forms are support features - the essence is forced performance conversations.

What You Need to Know - The What​​​

• It not about the form or the numbers, the core is forcing 1:1 performance conversations.
• Works with your Dashboard/Scorecard System
• Make it simple to understand, to use, to report - embed the process in the documents;
• Make sure you can compare apples with apples - the role of numbers;
• Keep the potential for confrontations to a minimum;
• The best predictor of future performance is past behavior;
• If collect data it must be everybody and all behaviors.

What You Need to Do​​ - The How

1. Create a Schedule for the Period that focuses on 3 Types of 1:1's
   1. Alignment
   2. Calibration
   3. Improvement
2. Alignment: beginning of the period, align expectations between what you and the employee expect will occur over the period and create a plan.
3. Calibration: during the period, hold planned and spontaneous meetings to make sure performance is to plan.
   1. Recognize and hold Accountable for Performance
4. Improvement: discuss what happened over the period, what to improve, and set up the next Alignment meeting.

Shows

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