Building Employee Performance Plans

Often leaders are certain employees know what is expected of them only to find out during performance reviews or discussions that the employee was not well informed of the expectations for performance and behavior.

It is recommended that leaders take the time to build performance plans for each job description they are responsible for.

In our Supervisor Boot Camp, the manager is taught how to put the Coaching for Excellence model to work. 

The model first calls for creating performance expectations.

 

This does not have to be done in a vacuum; instead, ask for and seek input from employees. Use the job description as a guide. Standards and expectations are about the requirements for each job position. It’s about the conditions that must exist before performance can be rated satisfactory. Performance standards and expectations are important because they minimize ambiguity and they allow for more objectivity when providing feedback during a coaching session or during a performance review. Expectations can include rules, outcomes and tasks. Once the expectations have been created the next step is to effectively communicate them.

Expectations have a powerful impact on our performance. Expectations have a direct link to behavior and outcomes. One of the most common reasons for low employee morale and performance is poor communication of work expectations. Expectations are the basis for developing a written, negotiated employee performance plan. Expectations are consistently a part of training and coaching. 
 

Expectations need to be conveyed in writing. When the leader fails to provide a written list of expectations because the assumption is the employee knows what is expected, we cannot be surprised when those expectations are not met. 

It is best if everyone in the company is clear about the overall strategic plan and company goals. Employees need to see how their responsibilities and expectations contribute to the company’s goals. The leader’s job is to communicate expectations clearly and not allow assumptions room to grow. 

Still learning,

Honey

www.interaction-training.com