Every workplace has its own signature. Sometimes, managers and employees are not on the same page and they need to be put on track to make the work flow as better as possible. To do this, professionals must set up meetings and lead the conversation to achieve the best workplace performance.
These talks are not always easy. Most employees won’t be happy to open up and share their opinion as they think that might pose a threat to their position. Managers on the other hand are getting into the room with their ego and higher position, and this can become exhausting and futile.
That’s why a performance conversation should be done professionally. In this article, we’re talking more about what it is, how it is done, and what is the outcome from it. Follow up if you want to know more about this process.
What is Performance conversation?
By definition, performance conversation is an attempt to talk out problems and make work flow as better as possible in the workplace. It can be done with more people at once or as a one on one session. Learn more about it here.
Professional coaches are leading the conversation, and are trying to get out the thoughts of the people involved in the situation. This is not a method for employees alone, but for management too. For the business to run smoothly, everyone must perform on the highest level possible.
1. Individual approach is key
There are no two exact people by any meaning. Some have one personality and others have another one. It’s completely normal and we can’t expect everyone to fall under the same pattern.
What we should do is adjust our approach toward employees to find out how to make the best out of them. We need to prepare for them by studying their resume, their behaviour, and only after this, we can find the best approach. No two people are the same and we can’t address everyone with the same tone.
2. Listen just as much as you’re talking
Trying to convince someone about changing some of their habits is not easy. This can’t be done by simply explaining the rules and showing what needs to be done. Sometimes the problem is in people not expressing themselves, so we need to learn how to keep our mouths shut when others talk.
Listening to people is often enough to make them feel better, retrieve their faith and loyalty. They might need a friend and someone to tell them their problems. So, listen just as much as you’re talking. You might learn a thing or two.
3. Don’t provide feedback immediately in all cases
All experts suggest waiting a while in most cases. When people have these performance conversations, they often don’t want to hear solutions right away. They are not feeling themselves at the moment and it’s best to wait until the storm passes.
Instead, you can call them after a few days and finalize the talk. Explain to them what you think and what the situation is. They will be much calmer then instead of the moment after the tension was building and boiling for an hour.
In other cases, however, it’s best to spill out your thoughts instantly. This is going to make a much greater difference than waiting to cool things. It all depends on the mentality of the employee and what will be better for the company.
4. Always be honest
There’s no other way than this – always be upfront and honest. Always say what must be said and don’t feel sorry for employees’ feelings. This is only going to make things worse. Instead, tell them what they need to hear because this is the only way to solve things.
Sometimes brutal honesty is what people need. Others – it’s a tap on the back. The expert should be the judge of that and do what they think is best. Read this article to see why it’s crucial to be honest: https://smallbusiness.chron.com/honesty-important-business-22624.html.
5. Set goals
Before starting the meeting, and while talking, always set goals. Think and talk what is the primary objective of the company and what everyone must do to get that goal. When you both agree on what is needed and who needs to up their game, everything’s going to be easier.
6. Follow the progress
One final, but crucial thing is to follow the progress of the employees you’ve been talking with. These conversations are often not easy, especially when the truth is not something they want to hear. After the conversation, they will make or break, but either way, it’s good for the business.
Follow their work and ask them again after a while for another chat. See how satisfied they are, and are things going …