Effective Performance Management - 13 questions to help optimize employee performance

Even if you have all the right tools for managing electronic employee performance, performance management is still effective up to "what you do and what you say" as a manager. Employees are motivated by the way you interact with them on an ongoing basis, not by the conversations quarterly, semiannual or annual basis.

If you want to motivate employees to improve performance or to continue performance, you need to communicate in a way that allows employees to know 'what is expected and how to give you what you expect. " Start with these 13 questions:

1. I need to provide clear performance expectations, tell employees what they need to do or how I need them to do?

2. I must explain to employees how their performance impact to achieve their personal and professional goals?

3. I must explain to employees how their performance impact on the achievement of the team, workgroup or department goals?

4. I must explain to employees how their impact on performance goals of other departments within the organization or the goals of the entire organization?

5. I must explain to employees how their performance impact on the organization's mission, vision and values?

6. When discussing the poor performance, I can explain to employees who and what is affected by their poor performance?

7. When discussing the performance satisfactory, I can explain who and what is influenced by their performance satisfactory?

8. When I talk to employees at work, I must find a way to emphasize the importance of certain behaviors and actions?

9. When I talk to employees at work, I must find a way to express appreciation for the positive behaviors and actions?

10. When I discuss new workload assignments, I can explain how specific behaviors and actions will contribute (or have contributed in the past) for the success of each assignment?

11. When I discuss reports on the progress of the work load, I can explain how specific behaviors and actions affect our progress?

12. When I discuss the tasks performed, I can explain how specific behaviors and actions impact that we have succeeded?

13. I have a regular schedule to celebrate our successes (ie to achieve the goals of small size, to achieve the main objectives, halfway project completion, final completion of projects)

Effective performance management is about "regular" Conversations

You need employees to give their best performance on a regular basis, not quarterly, semiannual or annual basis. Similarly, employees need reinforcement from you on a regular basis. They need to know what you expect, if they are giving you what you expect, and what to do if it does not give you what you expect. Employees also need to know "why" their performance issues and "who" their impact on performance. This checklist provides you with a tool to provide employees with this kind of feedback. Use it to optimize the performance of your employees .......