PERFORMANCE MANAGEMENT

Keys to Success:

• Establish goals and expectations: The supervisor and employee should discuss and establish agreed upon goals that are appropriate, attainable, and relevant to the specific position.  The employee should have a clear understanding of the supervisor's expectations and how the goals support the overall mission of the department.  Goals should not only help the employee to do a good job, but should provide an opportunity for creativity, vision, and professional growth.

• Communicate, communicate, communicate!Communication is both the informal, unplanned discussion, and the more formal, scheduled meeting.  Good communication provides the foundation and building blocks for successful performance.   It is critical that supervisors clearly communicate reasonable, appropriate standards, as well as maintain and model those standards in a consistent manner.  Effective communication is always a two-way process, so both the employee and the supervisor should seek out and take advantage of every opportunity for positive communication.  Two-way communication means that you listen as effectively as you speak, and that you speak in a non-threatening, assertive and positive manner.  Effective listening involves paying attention, avoiding the pitfall of becoming defensive, clarifying what is being said, and asking appropriate questions.

• Provide Feedback:Employees want to know, and should always know, how they are doing.  Are things going great?  Positive feedback reinforces the employee ' s performance and encourages the employee to do even better.  Is there room for improvement?  Constructive criticism gives the employee a roadmap to correct their performance.   Whenever you give feedback, keep the following points in mind:

  • Be Timely - When an employee does something deserving of praise, Don't Wait.  Give the feedback immediately and let the employee know that you noticed and that it makes a difference.  If you think that the employee ' s actions need to be corrected, Don ' t Wait.  Speak to the employee and point out your concern in a constructive manner. 

  • Be Specific - Cite specific situations or examples, rather than using broad generalizations. 

  • Be Honest - Don't beat around the bush, or gloss over the concern.  The goal is for the employee to address and correct the issue, and the only way someone can do that is if you are specific and clear. 

  • Be Constructive - (not destructive!).  Feedback is designed to assist the employee be successful, so give specific, helpful examples and specific guidance on ways to improve.

  • Provide Follow-up - Get back with the employee on a periodic basis to let the employee know how he or she is doing.  Encourage the employee and indicate assurance in the employee's ability to do well.