Post inspired by How to Make a Poor Performance Review More Effective @ Entrepreneur Magazine.
1. Come out from behind the desk
2. Consider your employees’ communication style
3. Avoid sandbagging
4. Make it a two-way conversation
..there’s a fundamental effort of making it a growth opportunity for both of you. I’ve always liked the old 90/10 rule which states that if there’s a lingering performance problem, it’s 90% my fault & 10% the employee’s fault. After all, I have the power to hire, fire, coach, educate, reprimand, etc. An employees’ unacceptable performance, if allowed to continue, is more my fault than it is theirs. That’s my first learning experience which should affect how I approach these situations in the future.
Just as important, is making sure that an employee understands the dynamics of accountability. Too often these days I see people demanding autonomy & empowerment, without the same vigor for wanting to take on the reciprocal amount of accountability for performance & results to be delivered. When I’ve coached, educated or taken any other corrective measure with a team member, I have clear & communicated expectations around the reactionary improvement cycle I’m expecting..
2. Within 60 days I’m looking for signs that new positive behaviors & habits are starting to reveal themselves
3. Finally, within 90 days I’m wanting to see a positive change in performance results
We’re not talking about an overnight turnaround, but rather a progressive 90 day shift from the way things were, to the way things must be if we’re to be successful.
How do you see yourself in regards to these best-practice principles?