Manage Your Talent’s Performance in 3 Steps
The single most effective way to keep your employees happy for the long haul is through performance coaching and management. That means giving them the feedback they are craving, and providing the direction that will enable your staff to reach their goals. But we aren’t talking about stuffy quarterly, or worse, annual performance reviews—we mean coaching your team every single day to help get them to where they want to be. And it starts from the top down.
Prioritizing regular feedback is a management strategy that appeals to the next generation of workers. Millennial workers are asking for—and in need of—ongoing performance feedback, to the point that it’s common for them to leave companies when they don’t know where they stand. According to the Harvard Business Review, more than one third of U.S. companies have abandoned the traditional performance review model, in favor of more ongoing review tactics. The question for most traditional management teams, is how to do this smoothly and successfully.
Here are 3 steps to successfully manage your talent’s performance:
1. Have Clearly Defined Roles and Expectations
Every new member of your team should feel valued and understand what their role is within the company. Make sure, before you even set out to hire an employee, that you have a clearly defined role with expectations on the daily, weekly, monthly, quarterly and annual basis. Fast growing companies, often hire too fast without much structure or reason–simply because they need the help. Take a step back before bulking up your team to ensure that once the employee is onboarded, the roles and expectations are clear.
2. Set Strengths-Based Goals
Good management isn’t about correcting mistakes and disciplining or criticizing a new team member and their work. A good manager will instead strive for their new hire to succeed by helping them set strengths-based SMART goals. We’re firm believers in both maximizing employee strengths and utilizing the SMART goal-setting strategy. Take your new hire through the StrengthsFinder assessment to understand where they can truly succeed within their role. Help the new team member to set specific, measurable, attainable, realistic, and timely goals or “SMART goals”. When engaging in the initial goal-setting activity with a new hire, utilize their defined role and expectations of that role, along with the individual’s defined strengths to set them up for goal-achieving success.
3. Set a Regular Performance Feedback Schedule
Now that your new hire knows what is expected of them in their role, make performance feedback a priority by setting a regular schedule. Younger generations tend to perform more effectively with real-time feedback, yet fears of micromanagement prevent managers from giving the feedback they need. It’s important for all managers to remember that there is a very big difference between micromanaging and constructive feedback, so work it into your daily discussions. The most important piece to remember about performance management is that it’s really about coaching your team to continue to grow, learn and improve, and that coaching should take place around the clock.
Top talent is hard to come by, and once you’ve found the best fit from the pack of applicants and sent them through an impactful on-boarding process, the next most important piece is keeping them engaged. Good management starts with clearly defined roles, goals and expectations. We work with clients to develop a regular performance feedback schedule for managers and employees alike to grow and improve performance. For more information about our services, contact Carver Peterson Consulting for a free consultation.