Employee Performance Conversation 101

Annual performance reviews are rapidly becoming a thing of the past. Today's companies are replacing these old fashioned assessments with much more frequent 'performance conversations.' But as this method of monitoring becomes the norm, ways of keeping track of the conversations is important too. Here's our quick 101 guide for managing your next performance conversations. Establish Your Purpose Knowing the purpose for calling employee meetings will help you stay focused and on track with them. You should begin by checking the employee’s current status in terms of morale, stress, overall health. Keep track of performance and development goals, find out if the employee is experiencing any roadblocks to achieving these goals, and discuss how they can be overcome. Always try to give valuable feedback and encouragement, and offer coaching where required. Also, discuss information, formally and informally, about the company. Initiate the Meetings As a manager, it should be one of your goals to have an ongoing dialogue with each employee. This will enable you to keep track of their progress and facilitate their development. It’ll help you understand your employees as individuals. It will also help to make sure that you’re both on the same page. It’s a good idea to meet each member of staff at least on a monthly, if not weekly, basis. One way of doing this is to initiate one-on-one meetings that deliberately allocate a time slot for each employee. This will go a long way to keeping everyone up to date and feeling like they’re being heard.

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