When preparing for a performance management conversation, it can be useful to vonsider the who, why, what, how, and where of effective performance management conversations.
Who, with whom are you having the performance management conversation? Why? Why Are you having this performance management conversation? What is the purpose of this conversation? What are your objectives and also what are theirs? Ensure that you speak with the individual Beforehand to understand what they would like to achieve in the meeting, and use this information to create a collaborative agenda for the conversation. How? How should you approach this conversation? What do you need to address? Is this a coaching conversation Or do you need to provide feedback? What questions do you need to ask? Potentially, you will need to shift within the performance management conversation from providing feedback to a more explorative discussion around the way they perform their job. Although you can't write a script for a performance management conversation, you can and should consider key questions that you need to ask and pre-prepare any feedback messages that you want to provide.
Where? Where is the best place to hold this conversation? Remember, desks can create barriers and ideally you want to create a professional but relaxed set up for the meeting. At the same time, do consider confidentiality and where you can hold this conversation so that the individual feels comfortable to discuss important and potentially personal issues with you. The company canteen or a nearby cafe are not appropriate locations for a performance management conversation.
During the conversation, ensure that the individual has the opportunity and feels comfortable to share their thoughts. To help achieve this articulate the purpose of the meeting At the start, and underline The fact that your goal is to support their performance and development in A positive, collaborative way.
Ask open-ended questions. Create silence and space for the individual to reflect and process, and learn to be comfortable with the silence whilst they do this. Ensure that you listen attentively and never interrupt.
Every time you hold a performance management conversation, review it afterwards and consider what went well and what could have been better. If you do this, you will identify ways to improve your approach, and inevitably you will also improve the overall success of these important management interactions.
