7 Steps To Performance Potential & Avoid The Performance Paralysis Trap

top rate 5 starsWritten by: Ashley Wickham 

In 1960 McGregor stated ‘all we can do is set up certain conditions that will maximise the probability of employees developing an interest in what they are doing and remove the conditions that function as constraints’.

Are we working to that aim?

The Performance Process has been with us for some while and perhaps it’s time for a refresh.

Called an Appraisal Process, Performance Management Process, Performance Development Process- I could go on. It is generally an annual process, with some formal milestones throughout.

At best, it is directly linked to business success and motivates and empowers people to achieve their goals; at worst, it is an expensive labour intensive form filling exercise.

It should ideally be used as a vehicle to motivate, to set goals and to create development plans that include personal learning resources like face to face workshops, coaching, company curated bespoke elearning content, third party elearning content, internal mentors, virtual training and a whole host of other L&D approaches.

Here are my 7 steps to give the performance review meaning and result in success for both the employee and the business. You may recognise the acronym!

Specific: The performance process should have a specific goal.

It needs to generate an exciting anticipation of how it will benefit me as an employee.

It will cover specific topics, my performance, feedback, my career plans.

I need clarity and simplicity so it becomes an enabler not a hindrance.

Meaningful: I value personal interest and development.

I want to be mentored and receive coaching, but also to know that I bring value as a mentor or co collaborator too.

I want to know that what I am doing adds value, that I have a voice and I am listened to.

Achievable: I like to know when I have done a good job and I need to be able to ask for support and help.

I also need to receive development to help me reach my goals.

I want to be able to discuss how I can work better with my manager and achieve results.

Relevant: My performance plan needs to show what I am doing and that it will have a direct impact on the business.

I need to know where I fit in, and I need to know the effect I am having on the business regularly.

Timely: Feedback needs to be continuous not retrospective, ‘just in time’.

I am happy to have this informally but I want it regularly so I can act on it.

The intent should be to develop and provide direction and give recognition.

I also want to be able to give feedback in an open and honest safe environment.

Evaluate: I like to be able to make decisions and not be afraid to, knowing I will be rewarded for the risk taking and decision-making in a test and learn environment.

By taking time to regularly reflect I can learn from mistakes keep improving.

Readjust: The plan shouldn’t be a year-long ‘set in stone’ document.

In a fast paced VUCA world there is a need for agility, which requires iterative working.

Regular review and readjustment keeps be focused shows my progress.

Let’s get people excited about the chance to shape their goals to shape the business, have meaningful, inspirational discussions, and coach people on how to do this well!


LD footer
I give you permission to email me the above report, a weekly L&D tip and occasional exciting offers about Skillshub. I understand I can opt out at any time. *

See Privacy Policy

Tags: ,

You might also be interested in…

Be Free And Different. Unique Wooden Figurine In The Crowd. Free

Personalised Learning – Future Proofing Your Skills and Effectiveness

According to the Institute for the Future (IFF), in the year 2030 it estimates that 85% of the jobs that ...
Read More
Unique Selling Proposition Usp Concept, Marketing Reports And Gr

5 Reasons Why Bespoke Digital Learning Can Be One Of Your USPs

I’m sure you’ve been in the position you have completed some hideous eLearning that has been poorly put together, completely ...
Read More
Launch Of New Start-up. Beginning Business Project, New Goal, Le

How To Successfully Launch Your New Learning Platform

“We love the LXP features and how easy it is to use, but how are we going to get our ...
Read More
Elearning Study, Work At Home Concept Design. Laptop With Human

3 Creative Ideas To Make Engaging Bespoke eLearning Content

When attending a social event, the conversation always crops up about what people do for work. When I say I ...
Read More

What Makes A Great LMS User Experience?

Okay, let’s talk user experience… We all have high expectations! Most of us expect that all websites, software or any ...
Read More
work from home. people making video conference with colleague via laptop computer during home quarantine to avoid spreading illness transmission of COVID-19 Coronavirus outbreak. Social distancing

Virtual Working – How To Stay Productive

You’re working from home… What time do you start? When do you take your first break? Do you logon before ...
Read More

Get In Touch

Speak to an expert

02476 998 101

Prefer to keep it digital? Please complete our quick form below or email us at info@skillshub.com and we'll get back to you within 1 working hour

Name

Email

Phone Number

Enquiry