Performance management: why quick, positive and regular check-ins can be the way forward
We all know that performance management is essential to workplace success. By measuring, managing and improving employee contribution, it can help engage and motivate your team and ensure they perform to the best of their ability, improving productivity for your business.
Traditionally, a successful performance management system was built upon leadership, open dialogue and feedback, but often in a more formal framework with scheduled, yearly appraisals and endless paperwork. But times are changing and so are work practices.
How am I doing?
Everyone needs a clear understanding of what is expected from them, regularly.
Performance management should be an ongoing cycle of continuous development, rather than a simple annual checklist. It’s a process that demands time and dedication but with a higher return on investment. But how can you, as a manager, positively influence your employees’ performance?
Regular, fast check-ins provide a number of benefits:
- Drive employee engagement
- Provide direction
- Promote continuous learning
- Improve employee’s welfare
- Prevent miscommunication
And many more, of course!
Research has shown that when employees feel the sense of belonging at work, facilitated by regular check-ins, they are 3.5 times more likely to contribute to their fullest potential.
To make sure the check-ins are effective, we tend to divide them into 4 elements: Feedback, Coaching, Support and Direction.
Feedback – an employee receiving regular feedback weekly will naturally build confidence and trust.
According to the work of John Gottman and Robert Levenson, who closely studied emotions with psycho-physiological measurement, for every negative encounter, there should be a minimum of five positive ones to counterbalance the effects of the first.
Regular check-ins are your opportunity to praise as you go! Don’t wait until appraisal time to thank or congratulate your employees.
80% of the new generation workforce nowadays prefer instant gratification rather than a formal review.
Coaching – did you know that 80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills?
It is your chance to identify any areas requiring coaching or training.
Support – as a manager, you’re the most critical source of support for employees. Supportive performance management can be learned yet some tend to concentrate on performance and outcome, rather than people, your most valuable assets.
To build and maintain strong employee relationships try to focus on these 3 main pillars:
- Effective communication
Click here to read our blog, ‘stop roaring, it’s the 20’s‘ to explore the three rules that could help you future-proof your communication – or our ‘Trust Through Turbulence‘ blog which discover the reasons why a high trust culture is so important today.
Direction – It is up to you, as a leader, to set a clear vision of where you want to go by providing a clear understanding of the future and how employees can contribute to shared goals.
Direction initiates action and strongly provides balance and stability by integrating employees’ efforts and means of motivation in their work.
By initiating quick, regular check-ins, you will help increase employee engagement, motivation and drive employee performance… all in 15 minutes.
Check out our new virtual classroom focused on how to plan and structure your performance conversations and learn how to conduct a 5 minute miracle conversation.