Having a performance-improvement conversation doesn't have to leave you and your teammate feeling depleted. In this video, learn how to add optimism into performance management conversations while still setting clear expectations and laying the groundwork for accountability.
(upbeat music) … - Performance reviews, dun dun dun! … - Oh come on, they're not that bad. … - Well, they don't have to be, … but performance reviews do have a track record … of making both parties feel anxious. … - They do. … - They do, but and even if they're positive, … we read so much about performance reviews … and attach so much weight to them, … it's hard not to be nervous, … even if you're the one doing the review. … - And part of reducing that anxiety is this. … Performance reviews should never be a surprise, … both in the sense that they occur and in the content. … This is not the time to give someone … positive or negative feedback for the first time. … - That's right, you should be giving … consistent feedback all along, … so that the performance review is simply a summary … of what they're already hearing. … That will reduce the anxiety, especially if it's positive. … And a positive performance review is pretty straightforward … and it just follows the lines … of giving positive feedback in general. …
- Aligning your team and setting goals
- Holding high-impact one-on-ones
- Delivering feedback
- Navigating team conflict and change
- Recruiting talent
- Leading through disruption