The usual struggle managers have in ensuring that their employees contribute to the overall performance of their team is that of clarity in communication
Where and how do managers communicate work performance expectations?
Most managers want to be the ‘good guy’ in their employee’s books, and as such struggle with communicating ‘the bad news’ when work expectations and employee performance are not as anticipated. When there is a gap between expected work performance and actual delivery of the work, how does the manager address this performance gap without ending the communication in disagreement, and jeopardizing the working relationship?
Another situation could be when a manager just wants to see an overall improvement in the work of an employee who has been with the company for many years. How does he go about improving employee performance without upsetting his employee?
Try the following steps:
- Run through the updated job description with the employee
- Discuss both views (manager’s views and employee’s views) on the standards of work in the job description
- Identify differences in understanding and gaps in performance
- Agree and write down agreed standards in a performance planning form
- Monitor for improvements, identify progress and give credit on efforts made by the employee
Learn this and more in this upcoming ‘Managing performance and appraisal workshop’
