Getting extraordinary results from ordinary people
Driving Performance
Everyday we help clients drive performance improvement through our simple, methodology.
Step 1: Defining Performance Standards
Performance standards refer to the defined set of expectations and benchmarks that outline the desired level of performance and productivity for an employee in a particular role. These standards typically include specific targets, goals, and metrics that should be met within a given time frame. They tell us what "good" looks like in a job or set of jobs by defining the "What" and the "How" of job performance. This helps us to focus on the "Who" that we are looking for to fill those jobs.
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At a basic level performance standards provide clear expectations to employees regarding what is expected of them in terms of performance. This clarity helps employees understand what they need to achieve, and the quality of work they should deliver. Specifying performance expectations that align to broader organizational goals also reduce friction and provide a line of sight for employees to understand how their work contributes to the success of the organization. They unlock true performance management, identify clear growth paths, recruiting selection standards and help us target needed training.
Step 2: Empower Manager One on Ones
Steven Rogelberg, Chancellor’s Professor at the Universtity of North Carolina at Charlotte refers to the regular one-on-one as “the stage for leadership.” He and his team spent years researching the best way to prepare for, structure, engage in, and follow up on one on ones. You can find a great podcast summary of his book here.
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Hey found best practices include:
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Conducting regular one-on-one meetings weekly or biweekly with every direct report,
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Maintaining an asynchronous means for generating an agenda that both the manager and direct report can add topics to,
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Focusing the meeting on the employee rather than the manager - start by asking the employee how things are going and talking less than the employee,
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Including development, well-being, and personal topics into the discussion,
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Checking in on progress from last week’s goals or performance against a set of standards, providing praise or support, and setting goals for this week,
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Maintaining complete records of what was discussed, assignments, decisions and follow ups that are documented and accessible,
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Maintaining that history for the annual review.
Step 3: Track and Measure the Right People Data with a Cadence of Accountability
Nothing happens if nothing happens.
Arm your managers with The Predictive Index's PI Perform platform. This is the only performance management software with behavioral science built-in to develop your managers, enhance accountability, and engage your people every day. Enabling full functional tracking of goals, one one ones, feedback and meeting history, all in one place and integrated with meeting and collaboration platforms. Behavioral insights for the person you are meeting with, including how best to interact. Goal tracking for direct reports: Visibility for managers to know where to provide the right support. Coaching tools for managers: Stay in lockstep with direct feedback, 360s, kudos, comments, action items, and goals. Centralized homepage: Automatically prompts areas of focus in their 1:1’s and with AI assistance summarizes their daily schedule, all in one place.