Que faites-vous si des problèmes de rendement et des défis surviennent au cours d’une évaluation du rendement ?

I always think the enemy of good employee/staff relations is surprise. I don't agree with the premise that the first time an employee hears of their a performance difficulty is at the performance review i.e. the 'write-up' phase. Good performance management has to be an effective and consistent rolling conversation that is honest, supportive and constructive.

El abordar las inquietudes, para mi, es el primer gran paso; luego el establecer objetivos SMART y luego evaluar (reflecion mediante) y ajustar. Según mi experiencia, en una evaluación de desempeño es importante, cuando eres quien está recibiendo feedback, preguntar y pedir ejemplos concretos, tanto de aquello que están destacando de tu desempeño como de aquello que están pidiendo que mejores. Para que puedas comprender qué es lo que están observando de tí. En segundo lugar, no te resistas, es la mirada que tienen sobre tu desempeño en el puesto, en cómo estás o no acercándote a los objetivos planteados. Pide ayuda si no sabes cómo hacerlo.

A direct conversation allows for a mutual understanding of the situation. By focusing on specific actions and results, rather than personal attacks, the conversation can be objective and productive. This clear communication opens the door for the employee to explain any challenges they might be facing and collaboratively brainstorm solutions.

When performance issues surface during an evaluation, it's essential to address them openly and constructively. Begin by discussing specific instances or behaviors that have led to concerns. Provide examples to ensure clarity and avoid ambiguity. Emphasize that the goal is to find solutions and support the employee in overcoming challenges.

Performance issues or challenges will only arise in a performance discussion where the leader or manager, has not been giving regular feedback to their staff member. Also, if they have not been doing ongoing check-ins as to what support the staff member needs from them. When this does happen, the leader or manager must practice effective listening, to understand and not to reply. Showing empathy to the staff member and being partnering and collaborative to seeking solutions is key.

In my opinion, setting SMART objectives is crucial for any personal development plan. It takes the identified issues and turns them into actionable steps. Having clear, measurable goals keeps you motivated and focused on what truly matters. The best part is the sense of accomplishment that comes with achieving each objective.

Once concerns have been addressed, work with the employee to set clear and achievable objectives for improvement. These objectives should be specific, measurable, attainable, relevant, and time-bound (SMART). Collaboratively establish milestones and deadlines to track progress effectively. Ensure that the employee understands the expectations and the significance of achieving these objectives.

In essence, the primary objectives should harmonize with each individual's role and seamlessly integrate with broader team and organizational objectives. Additionally, establishing precise personal development objectives with tangible metrics and clear definitions is imperative. Let's differentiate objectives from targets, which are frequently set at ambitious levels. Our focus should be on crafting objectives that are both straightforward and within reach, fostering a path to success.

Propose an action plan. Based on the feedback, work collaboratively with your manager to develop a clear plan for addressing the shortcomings. Outline the specific steps you'll take and the timeline.

In the spirit of having a successful review and changes in the reviewee I recommend incorporating the reviewees in put in ways they can improve, goals they’d like to set etc. This gives them more ownership in making changes and is more effective in having something improve before the next review. What they do from there is up to them to demonstrate, but keeping it collaborative with some guidance and input from you is helpful for everyone going forward.

Support is crucial for employees facing performance challenges. Offer resources, guidance, and training opportunities to help them develop the skills and knowledge necessary for improvement. Consider providing mentoring or coaching sessions to address specific areas of weakness. Regular check-ins can also offer encouragement and allow for ongoing feedback.

This is so critical. Unfortunately most managers either don't have the time, or the inclination or the skill to effectively support a poor performer and get them where they need to be. Telling people they can come chat to you any time, or here is the LMS detail to go do self-study etc - you may as well save your breath. To help a poor performer get long term success you have to get in there, work with them, help them get both the confidence and the capability to be proud of their achievements.

Setting clear objectives is just the first step in supporting an individual through performance challenges. Offer consistent support and guidance to help them stay focused and motivated. Provide access to relevant training and development opportunities to build their skills and confidence. Additionally, create a supportive environment where they feel comfortable seeking help and feedback. By offering ongoing support, you empower the individual to overcome obstacles and achieve their goals.

Fornecer suporte é imprescindivel para o sucesso do projeto. Após definir os responsáveis para cada ação, mensurar os resultados, os que estiverem bons, agradeça, elogie e mostre que esta de olho. Os que precisam de mais atenção, chame os responsáveis, mostre novamente o objetivo de onde precisa chegar e peça feedback para saber o que esta faltando e como pode contrinuir, muitas vezes um realinhamento e um treinamento já são o suficiente.

Oferecer suporte é crucial não apenas para resolver problemas de desempenho, mas também para fomentar um ambiente de trabalho positivo e produtivo. O suporte não apenas ajuda o funcionário a superar desafios específicos, mas também demonstra um compromisso genuíno com seu crescimento e sucesso. Esta abordagem reforça a confiança mútua e mostra que a organização valoriza seus colaboradores, o que pode motivar e inspirar um desempenho melhorado a longo prazo. Além disso, ao estabelecer uma cultura de suporte e desenvolvimento contínuo, a empresa pode aumentar a lealdade e a satisfação dos funcionários, levando a uma maior retenção e a um ambiente de trabalho mais harmonioso.

Regular follow-up meetings are essential to monitor progress and provide guidance along the way. Schedule follow-up sessions to review performance against established objectives. Use these meetings to discuss any obstacles encountered and brainstorm solutions collaboratively. Celebrate achievements and provide encouragement to maintain motivation.

Acompanhamento consistente é fundamental para garantir que o funcionário não apenas siga o plano de melhoria, mas também se sinta apoiado ao longo do processo. Agendar check-ins regulares permite monitorar o progresso, oferecer feedback construtivo e fazer ajustes nos objetivos para se adaptarem a novos desafios ou mudanças nas circunstâncias. Essas reuniões devem encorajar um diálogo aberto, onde o funcionário possa expressar suas experiências e preocupações, contribuindo para uma abordagem mais personalizada e eficaz. Manter essa comunicação contínua não só sublinha a importância das metas, mas também demonstra um investimento genuíno no desenvolvimento contínuo do funcionário, fortalecendo a relação de confiança e compromisso mútuo.

Regular, structured check-ins are crucial to monitor an employee's progress under their improvement plan. Use these sessions to provide constructive feedback, refine goals, and encourage open dialogue. This consistent communication highlights the priority of their development and demonstrates your investment in their success.

During a performance evaluation, if issues or challenges arise, it's crucial to address them promptly and constructively. This involves open communication with the individual to understand the root cause, providing clear feedback, setting achievable goals for improvement, and offering support and resources as needed. It's essential to maintain a positive and supportive approach while also holding the individual accountable for their performance.

Reflect on the effectiveness of the strategies implemented to address performance issues. Evaluate whether objectives were met within the specified timeframe and assess the impact on overall performance. If necessary, adjust objectives or approaches based on feedback and evolving circumstances. Flexibility is key to adapting to changing needs and maximizing employee potential.

Essa e a parte mais importante de qualquer processo de avaliação de desempenho, pois permite identificar quais estratégias estão sendo efetivas e quais precisam de ajustes. Ao reconhecer que certas abordagens podem não estar funcionando como esperado, a disposição para adaptar métodos ou redefinir objetivos não só é prática, mas também demonstra um compromisso com o crescimento contínuo e a melhoria. Adaptabilidade não é apenas uma habilidade de gestão valiosa, mas também uma ferramenta vital para fomentar um ambiente de trabalho que apoia efetivamente o desenvolvimento profissional e pessoal.

Based on my experience as a HR Professional, one effective solution I believe is to encourage growth and development through constructive feedback and tailored support. By fostering a culture of continuous learning and improvement, employee managed overcome any challenge and obstacles.

Encourage a growth mindset by fostering a culture that values continuous learning and development. Acknowledge efforts made by the employee to improve performance, regardless of the outcomes. Provide constructive feedback that focuses on areas of improvement while also highlighting strengths. Offer opportunities for career advancement and skill enhancement to empower employees to reach their full potential.

Frame challenges as opportunities for professional advancement to support continued development. Highlighting the value of learning from obstacles enhances resilience and drives individual and organizational success.

Consider whether or not a person is in the best space to receive challenging feedback and adjust accordingly. Are there significant external issues present which may mean they are briefly wayward? Have they have been given appropriate notice so both parties are in the best position for a win/ win result? Is the timing more likely to be interpreted as a manager's perceived need to be right thus contributing to a toxic working environment because of a less than 24- hour ambush? A true performance challenge has probably been going on for some time to lead to what it has. Therefore some discretion around the immediacy of a process shouldn't have a huge impact.

In terms of performance management, you need to make each engagement specific to each person, broad brush and trite approaches don't work. You need to consider how best to motivate, switch on and encourage each person based on their likely needs, learning styles and strengths. This also is also hugely important in connecting with person in a way which shows you mean business and care that they emerge from the difficulty.

When facing performance challenges, adopting a holistic approach is crucial, particularly for addressing persistent issues. The root of the problem may not be immediately obvious. Therefore, a dedicated effort is needed to understand what is missing, explore the situation from diverse perspectives, and craft a solution that truly works. For example, considering neurodiversity can unlock insights that are valuable far beyond the immediate issue or challenge. The expanded viewpoint not only promotes substantial personal and professional growth but also leads to breakthroughs that can transform every aspect of life and elevate careers to new heights.

TL;DR: Read one minute manager! Simple no bs guide to avoid long meetings and make meaningful actionable conclusive decisions! Detailed Version: In my past company, we followed Agile approach meaning lots and lots of meetings to understand the problems. Pro was we understood the problem, cons were a lot of time and often more meetings to come up with solid actionable solutions. I led the movement to reduce 10 daily meetings to 1 and max 2. And practically injected all the lessons from above mentioned book to have one minute meetings. Result: All members of team had more time to focus and work on things that mattered most to them and finally a sharp increase in overall productivity and employee satisfaction

If performance challenges arise post performance evaluation, one should : 1. Get into the root causes such as gaps in setting performance goals ( not “SMART “ ), lack of continuous feedback, issues related to managerial style , competency gaps etc. 2. Basis the causes as above, one should make an action plan since performance evaluation is one of the processes that drives performance of the organisation. 3. The action plan be communicated clearly and expectations set realistically. 4. The plan as above be monitored on an ongoing basis as there is no “ quick fix “.. Actions as above should run like a continuous loop for a desired outcome.