Tim Miller, Project Facilitator Organizational Development & Leadership Training, University of South Florida
The purpose of the performance conversation is to establish a clear understanding of employees’ roles and accountabilities. Employees want to work, do a good job and take responsibility.An effective process includes periodic conversations (daily, weekly, monthly or quarterly) so that issues can be addressed as close to the time of incident as possible.
Employees are most engaged when they are allowed to do their jobs and obstacles are removed. Motivation to contribute requires mutual respect, a sense of purpose and recognition for contributions.
The Performance Review conversation is one of the most important interactions for individual and organization success. Success is based on mutual trust and commitment to a common purpose. This session will focus on the tips and techniques to have successful conversations that build trust and engaged employees.
Participants will learn a method to determine the cause of unmet performance expectations and the tools to conduct a successful problem solving session that results in positive influence, motivation and increased capacity.
- List ways to begin the performance conversation to establish a starting point for success.
- Identify methods to keep focused on person’s progress.
- List methods for conversations that capitalizes on strengths and focuses on goal achievement.
- Identify the steps to effectively manage weak performance.