Performance Discussions: Creating Meaningful Conversation

Posted By: HR avatar

Published to Newsletter on Jan 25, 2023

blog_post_835

Theresa L. Sherman, EOD Consultant

This month EOD is focusing on communication in the workplace. Read our tips below, attend our Lunchtime Learning Series, or sign up for our open enrollment course to active your best communications at work!

The PEP is a great time for managers and employees to check in on goals and expectations- a time for increasing growth and trust as part of the performance discussion portion of the PEP. But conversations about performance may happen at any time of the year.

These types of conversations, however, can sometimes cause anxiety. Engaging in constructive dialogue and eliciting feedback can feel uncomfortable. Skills in coaching, active listening and questioning are useful for both the supervisor and employee to achieve a meaningful performance review.

Here are some tips for maximizing your conversations:

BEFORE

Be prepared. Think about the meeting beforehand and what you are going to address. Remember to focus on behaviors- not the person. Establish meeting objectives and the basic format so they know what to expect.

DURING

Proper tone is key. At your meeting be sure to set the proper tone through the following:

  • Demonstrate interest in what the other has to say.
  • Establish rapport and create trust.
  • Identify the needs by asking questions, including their goals and any obstacles that might be preventing them from achieving their goals.
  • Be an active listener in the process- acknowledge, sympathize, paraphrase, and empathize. If needed, ask follow-up questions to gain clarification.
  • When creating the plan of action start with a positive statement that establishes an open dialogue.
  • State any concerns and involve each other in the process. Many times, the person closest to the problem has the solution. Use SMART goals to develop your solution.

AFTER

Commitment to action. Ensure future goals are being solidified or solutions you’ve developed together have a confirmation of commitment. Put this into writing and revisit it as needed. This ensures that both of you are on the same page. This should come from both parties ensuring there is accountability from both the manager and employee.

Though you may still feel anxious, referring to these steps and try to incorporate them into the performance review, it will become a more meaningful conversation that will produce greater results.

EOD’s mission is to be a partner in designing and delivering customized professional development solutions. Contact us for training, coaching, and facilitation services for your organizational and personal growth at eod@unm.edu.

Tags: EOD, Training