How can you engage employees in performance management?

Use a 3 level goal setting 1/ company level > what's the goal > what's the purpose 2/ team level > what's the goal > how does contribute to company's goal > what's our team purpose in the company 3/ individual level > what's the goal > how does it contribute to my team's goal > how do I grow from it (what's in it for me?) #TheGoodBusy

Formal & informal feedbacks : 1. Its best in the interest of the organisation, individual to have informal & formal feedback. 2. Informal feedback will be more of transactional discussion with subtle info & corrections 3. Formal feedback will be more of output & metrics driven. 4. The above two help in calm, focussed and healthy work environment. Keep safe & Good luck. Dr. Ram Mysore

Start by setting clear, achievable goals that align with both personal aspirations and company objectives. Make the process collaborative by involving employees in goal-setting and progress discussions. Provide continuous feedback, rather than waiting for annual reviews, so employees can adjust and improve in real time. Use a strengths-based approach, focusing on what employees do well.

Just listen, allow them to speak and COMPLETE their expression. Talk with data but show empathy. Believe in them and Trust their capabilities. Do not consider that end of the performance year is end of the world. Business is still beautiful and best is yet to come. Give hope, hope and hope. They will surely give out their best.

At the end of the day each employee should be able to see and say how they, in their job, contribute to, or impact the success of the organization. It comes down to effectively translating goals and values(macro level) into tasks and behaviours (micro level).

Our team's productivity and performance relies heavily on our ability to set effective goals. While SMART goals are helpful, sometimes specificity is not enough. Mixing goal-setting techniques: ▶️ boosts team productivity ▶️ creates the right motivation ▶️ brings not only the result but also fulfillment These 5 goal setting techniques teach us to set effective goals and get concrete results: 🥅 Mmm - use this technique to nurture team growth 🥅 Smart - use this technique to set performance goals 🥅 Woop - use this technique to facilitate behavioural change 🥅 Raw - use this technique to boost personal & team motivation 🥅 Hard - use this technique to drive a long-term personal & team development #TheGoodBusy

Every conversation you ever have with your team members needs to be a partnership. Goal setting, feedback, appraisals and more, the best possible approach is to set up shared accountability from the outset with a 30 minute conversation about how best to work together. Simple, but so effective. Visit www.oilintheengine.com resources for your and your team member's conversation guides.

As long as employees think of performance management as something done TO them, they won't engage. Definitely needs to be something that's done WITH them, from setting objectives, having a conversation around SMART and planning review meetings, gathering feedback etc. We often train managers how to 'do' performance management reviews, but should give training and guidance to employees too so they feel part of it and can get the best from it.

Regular feedback to your teams is crucial, but so is receiving feedback from them in return. Asking questions like,'is there anything that I can start or stop doing that will make your job easier and more engaging' are great ways of gathering feedback and making it feel like a collaborative, 2 way process.

Remember . . . there is no positive, constructive, or negative, there is only feedback. Your intention is to redirect focus and awareness on what matters most, allowing an individual to perform to their potential (or beyond), while striving to achieve the best result from their efforts. Then feedback delivered will be received with the same intention: self-awareness leads to self-acceptance, generating self-confidence and performance at the desired level.

"Consistently providing feedback to your teams is essential, and it's equally important to welcome feedback from them as well. Encouraging questions such as, 'Is there something I can begin or cease doing to enhance your job experience?' fosters a collaborative, two-way dialogue, making the feedback process more interactive and productive

When it comes to performance management, feedback is often thought of as only related to people. To involve employees in performance management, take and implement feedback on: 1. Working environment- workdesks, meeting rooms, pantry, other facilities. For example: bad food quality in the cafeteria could be impacting morale adversely. 2. Company policies- if employees see company policies as unfair, not much else can motivate them. Take time to address concerns and clarify. 3. Rewards and recognition- seek suggestions on how rewards can be more transparent, inclusive and personalized. E.g.- if an employee knows that they are going to get a fancy gadget of which they already have one, it won't impact motivation/ performance much.

One element I have found that is critical as it relates to both the value of feedback and involving the employee in planning is remembering that goal setting should be ongoing. With open and effective dialogue a leader and employee must know when to reprioritize, add new objectives and reset expectations on others. This ensures an employee’s continual alignment with the team and organization but also ensures overall engagement.

When applying the growth mindset with your team, keep in mind that some may not "buy-in" and feel that it is just the company trying to get more out of them. Work with the willing, those who want to put in the effort. Then when employees who did not buy in a the beginning, see the results, they will come along too.

This is where true performance engagement begins . . . with personal development and growth planning. While you'll know your goals, cascade them with clarity, and establish accountability, personal development is what breathes life into the everyday efforts of a team or workforce. People feel empowered to not only make the right decision, but the best possible decision giving all factors involved. Which creates a proprietary partnership between the goals of the organization, and the desires/ambitions of everyone involved.

Engaging employees in performance management is key to building a high-performing organization. Fostering a growth mindset and cultivating a learning culture can drive this. Incorporating developmental goals alongside performance metrics also emphasizes learning and skill improvement, motivating employees to develop further. Encouraging employees to take ownership of their development through access to tailored learning resources, such as training and mentorship, fosters autonomy and drives engagement. Integrating learning into daily work through stretch assignments and cross-functional projects further reinforces the importance of growth.

Soliciting feedback about your performance improvement management is pivotal to driving success in your team. A few things can occur when you poll your group for feedback: the employee feels respected, heard, valued, and has a renewed sense of commitment. It is essential to tailor coaching and performance improvement plans based on the individual. A one-size fits all approach could leave valuable teammates feeling misunderstood or discriminated against.

Gathering feedback on your performance improvement management is essential for team success. When you seek input from your team, several positive outcomes can emerge: employees feel respected, listened to, and appreciated, leading to a renewed commitment. It's crucial to customize coaching and performance improvement plans according to each individual. A uniform approach might make valuable team members feel overlooked or unfairly treated

Key Principles for Effective EE in PMS: -Keep it Simple, Streamlined and involve: Maintain a straightforward, easy-to-understand performance management process. Involve all stakeholders, employees in all stages- goal setting to evaluation, fostering a sense of ownership and engagement. -Conduct Regular Check-ins, Reviews: It will provide ongoing feedback, track progress, and address any challenges or concerns promptly. -Focus on Outcomes but also Behaviours: Evaluate both outcomes and employee behaviours and recognize positive contributions. -Maintain open communication, Fairness and Transparency: Ensure fair and transparent evaluations, providing clear explanations of feedback, and offer opportunities for appeal without fear, judgment.

Performance Management is a leadership tool!! It should be taught to all people who lead a team! T&D teams should have this as a leadership course…..

Empowerment - empowering them by giving them autonomy and responsibility in their roles. Allow them to take ownership in their work and trust them. Support them when they take initiative to lead and guide them in areas that need improvement.

Transparency. Success needs to be clearly defined and people need a path to get there. While they are on the path, have regular check-ins to ensure that they are still on the correct path, and if not, how to get back on it. The goal posts must remain constant during the reporting period as changes in expectations destroy confidence.