Having to tell someone that they’re not meeting their work standards can get awkward fast…
Sabina Nawaz, global CEO coach, leadership keynote speaker, and writer
Confrontation about shortcomings is much easier when it’s done with a shared vision, clear expectations, and a plan to move forward
Takeaways of Note:
5 collaborative steps for performance improvement conversations:
1- Ask before telling – ask how team member thinks they’re doing on their goals and ask them to list key metrics & examples by which they measure their performance… Know how closely your perceptions are aligned
2- Clarify non-negotiables – provide a list of clear expectations and outline areas that are not negotiable
3- Connect to the employee’s goals – motivate Team members to improve performance by tying to something they want
4- Describe specific behaviors – be clear about issues by describing specific, observed examples & behaviors… it’s harder to argue with behavioral feedback when it’s based on observable acts
5- Craft a plan together – wrap up by asking how they plan to bring their performance back on track… fill in the gaps based on what they share, and agree on a timeline & communication plan