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PERFORMANCE MANAGEMENT

Keys to Success:

• Establish goals and expectations: The supervisor and employee should discuss and establish agreed upon goals that are appropriate, attainable, and relevant to the specific position.ÌýÌýThe employee should have a clear understanding of the supervisor's expectations and how the goals support the overall mission of the department.ÌýÌýGoals should not only help the employee to do a good job, but should provide an opportunity for creativity, vision, and professional growth.

• Communicate, communicate, communicate!Communication is both the informal, unplanned discussion, and the more formal, scheduled meeting.ÌýÌýGood communication provides the foundation and building blocks for successful performance.ÌýÌýÌýIt is critical that supervisors clearly communicate reasonable, appropriate standards, as well as maintain and model those standards in a consistent manner.ÌýÌýEffective communication is always a two-way process, so both the employee and the supervisor should seek out and take advantage of every opportunity for positive communication.ÌýÌýTwo-way communication means that you listen as effectively as you speak, and that you speak in a non-threatening, assertive and positive manner.ÌýÌýEffective listening involves paying attention, avoiding the pitfall of becoming defensive, clarifying what is being said, and asking appropriate questions.

• Provide Feedback:Employees want to know, and should always know, how they are doing.ÌýÌýAre things going great?ÌýÌýPositive feedback reinforces the employee ' s performance and encourages the employee to do even better.ÌýÌýIs there room for improvement?ÌýÌýConstructive criticism gives the employee a roadmap to correct their performance.ÌýÌýÌýWhenever you give feedback, keep the following points in mind:

  • Be Timely - When an employee does something deserving of praise, Don't Wait.ÌýÌýGive the feedback immediately and let the employee know that you noticed and that it makes a difference.ÌýÌýIf you think that the employeeÌý'Ìýs actions need to be corrected, DonÌý'Ìýt Wait.ÌýÌýSpeak to the employee and point out your concern in a constructive manner.Ìý

  • Be Specific - Cite specific situations or examples, rather than using broad generalizations.Ìý

  • Be Honest - Don't beat around the bush, or gloss over the concern.ÌýÌýThe goal is for the employee to address and correct the issue, and the only way someone can do that is if you are specific and clear.Ìý

  • Be Constructive - (not destructive!).ÌýÌýFeedback is designed to assist the employee be successful, so give specific, helpful examples and specific guidance on ways to improve.

  • Provide Follow-up -ÌýGet back with the employee on a periodic basis to let the employee know how he or she is doing.ÌýÌýEncourage the employee and indicate assurance in the employee's ability to do well.Ìý