It's that time again
17 July 08 - 12:56
I along with Team Leaders everywhere am currently facing the prospect of working through that most mysterious and often stressful time. Half yearly performance reviews.I am very aware that many managers see this activity as something to be dreaded, something that is difficult, stressful and maybe even counter productive. It is my belief that there is absolutely no reason for this to be.
How can the 'performance discussion' become a tool for positive growth for every member of your team and even you yourself?
Some questions to address.
Do I have regular discussions with each member of my team in between the formal 'discussions'?
If not, I am short changing everyone including myself. This is not always easy to achieve but if I am serving my team well, I am going to have the courage to push back where necessary on all of those extra jobs and projects that companies load on the shoulders of their managers in addition to leading and developing the team.
Have I ensured that all team members have both understood and committed to our goals?
This is a must, because I can't expect to succeed in those difficult discussions that are sometimes needed if a team member is failing to meet goals.
Are my performance discussions always set in a formal way?
They don't need to be. Allow your team members to be at ease and take them out for a coffee and a chat or even organise to go to lunch together and talk over a sandwich. I have actually worked with a number of people who did not like attending any sort of meeting in small meeting rooms as it made them intensly uncomfortable.
What is my primary focus during this discussion?
Please, Please don't get straight in to discussing failures or 'opportunities for improvement'. I make a point of focusing on what my team member is doing well. A really great way of creating the right focus while encouraging participation in the discussion is to ask them to tell you what they think they are doing well. Then I can ask later where they think there are opportunities to improve, then discuss.
In what ways can I help you to better meet your goals going forward?
Again I am inviting participation and using the team members own knowledge, skills and creativity to arrive at solutions that will be more sustainable and positive due to how they are created. Please be aware that this is not in any way a negative question. We can all improve regardless of our success to date.
How can I help you to develop yourself and continue your career journey?
I may not get a response immediately but I am opening the door, and leaving the question there to be pondered.
Well, I am sure that there are many other points to be covered, just as I am sure that I do not always succeed in doing all of these things myself. They are however, the core things that I strive for as the leader of my team.
Thank you for taking a moment to read my first ever blog post.
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