Learn how to approach performance as a collaborative effort, tying a positive workplace culture into your already existing performance management system, including measuring for core values, and disciplining for bad behavior.
I want to let you in on a little HR secret.…The annual performance evaluation is dead.…Gone are the days when a manager…graded an employee on their performance…and the employee didn't get to do any grading themselves.…If you want to build an engaged workforce…who is positive and thriving,…you need people to know you value their opinion,…and one way to do that is to ask for it…during those performance conversations.…Performance conversation should be a time for collaboration.…
The manager will still grade performance…and discuss with the employee what he or she is doing well…and what could be worked on for improvement,…but the employee should also be sharing…what the manager could be doing better…and how the manager can help the employee reach goals.…The exercise files include a list…of 19 questions managers could choose from…to help guide these collaborative conversations.…You can also find the list in my article posted on LinkedIn.…Managers shouldn't ask all 19 in one sitting,…but they should choose one or two for each employee,…
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- Defining a negative workplace
- The ROI of a positive workplace
- Conducting an employee survey
- Creating a vision for change
- Building a strategic plan
- Using your performance management system
- Leading change