Many teams are afraid to discuss the source of success – performance.
10 reasons performance conversations suck:
- The dynamic is from superior to inferior, rather than partnership.
- One person pulls the rope in one direction – the other pulls in the opposite direction.
- Infrequency makes performance conversations feel unnatural.
- Past performance overshadows forward-facing aspiration.
- Follow-up and follow-through are nonexistent.
- Managers control the conversation.
- Lack of behavioral examples that illustrate great or poor performance.
- Goals, when established, are beyond the control of individuals.
- Posturing blocks vulnerability and clarity.
- Responsibilities and accountability are fuzzy.
10 simple ways to improve performance conversations:
- Increase frequency – at least twice a month.
- Decrease formality. Touch base in the hall while walking to your next meeting.
- Shorten length. Several ten minute conversations are better than occasional ninety minute marathons.
- Ask more questions. Listen. Don’t fix.
- Build partnerships.
- Connect development and performance.
- Build on strengths. Why do we hire for strengths and then focus on weaknesses?
- Establish mutual accountability.
- Give control to teammates. “You set the agenda for our next performance conversation.”
- Provide tools to guide the conversation.
Trajectory tool:
Performance always has positive or negative trajectory. Steady as she goes eventually turns downward.
The purpose of the trajectory tool is to ignite conversation. (There was a typo in the original post. “Conversation” was originally “conversion.” Some readers thought conversion was an interesting idea.)
- Complete the trajectory tool for your own performance over the past month. Send it to teammates. Include a brief explanation.
- Use and define your own terms on the arrows. (Don’t get too technical.)
- Circle one negative and one positive arrow.
- Provide an example that illustrates the reason for the trajectory of your circled arrows.
- Describe one behavior for each circled arrow that you will employ in the pursuit of better.
- Invite suggested behaviors from teammates.
- Ask teammates to bring their own trajectory tool to your next performance conversation.
How might leaders/managers improve performance conversations?
How might you design and use your own trajectory tool?