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Performance Management
In this episode, we're talking about performance management. We’ll unpack the importance of understanding each person's situation while still aiming for the company's goals. We'll discuss being open and flexible when people have problems but still expecting them to do well.
We'll also talk about using goals and measurements to track progress and why it's important to treat everyone fairly. We'll look at managing performance for individuals and teams, making sure goals are clear.
We'll touch on the value of celebrating when people do a good job and why it's important for leaders to talk to their team and give feedback. Work should be enjoyable as well as productive, and leaders can help make that happen.
Takeaways
Zooming in to understand individual circumstances and zooming out to consider organizational goals is a critical part of performance management
Effective communication and flexibility are key in accommodating employees' personal challenges while maintaining performance standards.
Metrics and goals provide benchmarks for performance management and help ensure consistency and fairness.
Leaders need to analyze the context and make decisions about accommodations based on the organization's resources and priorities. Performance management should be conducted at multiple levels, including individual, team, and organizational levels.
Clear goals and timelines are essential for effective performance management.
Recognizing and reflecting on progress and achievements is important for motivating and engaging employees.
Effective communication and dialogue between leaders and employees are crucial for performance management.
Leaders should provide feedback and set high expectations for their employees.
Creating a positive work environment where work is both productive and enjoyable is important for overall performance.
References
The Coaching Habit by Michael Bungay Stanier
No Surprise Feedback
Chapters
00:00 Introduction and Cheeky Banter
00:58 Topic Introduction: Performance Management
06:42 The Process vs. the Core Elements
09:34 The Challenges of Performance Management
11:05 Different Approaches for Different Performers
16:04 The Pitfalls of Performance Management
23:47 Zooming In and Zooming Out
28:39 The Importance of Clarity
30:53 The Role of Goals and Expectations
36:58 The Structure of Performance Management
38:43 Having Each Other's Backs
40:29 The Role of Conversations in Performance Management
46:02 The Power of Curiosity and Self-Awareness
49:49 Talking Less and Being Curious
54:46 The Structure and System of Performance Management
55:52 Reflecting Progress and Recognizing Achievements
57:26 No Surprise Feedback and Regular Check-ins
58:43 Recognizing and Reinforcing Good Behaviors
01:01:00 The Impact of Performance Management
01:05:51 The Balance Between Accountability and Engagement
View all episodes
By Clifden ConsultingIn this episode, we're talking about performance management. We’ll unpack the importance of understanding each person's situation while still aiming for the company's goals. We'll discuss being open and flexible when people have problems but still expecting them to do well.
We'll also talk about using goals and measurements to track progress and why it's important to treat everyone fairly. We'll look at managing performance for individuals and teams, making sure goals are clear.
We'll touch on the value of celebrating when people do a good job and why it's important for leaders to talk to their team and give feedback. Work should be enjoyable as well as productive, and leaders can help make that happen.
Takeaways
Zooming in to understand individual circumstances and zooming out to consider organizational goals is a critical part of performance management
Effective communication and flexibility are key in accommodating employees' personal challenges while maintaining performance standards.
Metrics and goals provide benchmarks for performance management and help ensure consistency and fairness.
Leaders need to analyze the context and make decisions about accommodations based on the organization's resources and priorities. Performance management should be conducted at multiple levels, including individual, team, and organizational levels.
Clear goals and timelines are essential for effective performance management.
Recognizing and reflecting on progress and achievements is important for motivating and engaging employees.
Effective communication and dialogue between leaders and employees are crucial for performance management.
Leaders should provide feedback and set high expectations for their employees.
Creating a positive work environment where work is both productive and enjoyable is important for overall performance.
References
The Coaching Habit by Michael Bungay Stanier
No Surprise Feedback
Chapters
00:00 Introduction and Cheeky Banter
00:58 Topic Introduction: Performance Management
06:42 The Process vs. the Core Elements
09:34 The Challenges of Performance Management
11:05 Different Approaches for Different Performers
16:04 The Pitfalls of Performance Management
23:47 Zooming In and Zooming Out
28:39 The Importance of Clarity
30:53 The Role of Goals and Expectations
36:58 The Structure of Performance Management
38:43 Having Each Other's Backs
40:29 The Role of Conversations in Performance Management
46:02 The Power of Curiosity and Self-Awareness
49:49 Talking Less and Being Curious
54:46 The Structure and System of Performance Management
55:52 Reflecting Progress and Recognizing Achievements
57:26 No Surprise Feedback and Regular Check-ins
58:43 Recognizing and Reinforcing Good Behaviors
01:01:00 The Impact of Performance Management
01:05:51 The Balance Between Accountability and Engagement