Setting and Managing High Standards
You care what customers think ...
Your employees care what YOU think.
Even your obvious stars want you to sit down with them one and one and give them meaningful feedback - even if you just did exactly that last month!
An informal evaluation, what we call a "1 on 1", is a regularly scheduled meeting (4-12 times per year) between a supervisor/manager and a direct report for the purpose of reviewing performance in the areas of job knowledge, productivity, customer service, and quality of work.
Frequent informal performance reviews give you an opportunity to re-train and coach employees before poor performance becomes a disciplinary issue.
Informal performance reviews give employees an opportunity to explain why they may have had a bad month statistically, which in turn may arm you with some “reasons” when your boss approaches you about YOUR team’s results!
Let's face it, we are often too busy to make daily rounds and serve up kudos and "job well-dones" as often as we have been taught to in management class; an informal performance appraisal is an excellent time to let an employee know how much you appreciate their efforts and to compliment them on the things he/she is doing right.
For informal reviews, it is quite acceptable to have the employee be responsible for presenting statistics and other measurements for discussion. Not having time to prepare is often a reason managers cancel these meetings. We say just show up; prepared or not. . .no matter what. . .show up! Watch this program on 1 on 1 Informal Performance Review to see what we mean by this.
During your first few 1 on 1's you should focus on ensuring the employee has the training he/she needs; that the company is doing everything reasonably to set the employee up for success; and making sure the employee is clear as to what the standards are for their respective job? You do have standards right? No? Click here, we might be able to help.
Lastly, again, the ongoing purpose of a 1 on 1 is to coach in the areas of job knowledge, productivity, customer service, and quality of work. Nothing should come as a surprise to an employee when they meet with you for their annual or semi-annual Formal Performance Review.
If you have not discussed an employee's performance BEFORE a formal review, you can't call it a Re-view!
Written by Darin Hanks - HRIT Inc.
Links to all articles on this topic....
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What do you need to begin managing and evaluating performance? Follow the links below for a how-to article for each point...... |
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Job Descriptions: A concise summary of primary job duties for each position. |
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Meaningful, achievable, clearly stated, and measurable Job Performance Standards. |
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Formal Job Training, and a commitment to a "drip system" of continuing education. |
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A commitment to coaching; monthly Informal Performance Evaluations. |
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Firm, fair, and consistent Progressive Discipline practices. |
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A managed, company-wide standard Formal Performance Evaluation system. |
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Other Topics ...
Writing Company Policy for an Employee Handbook
Employee Discipline & Correction Action
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