Clear performance expectations are the foundation for setting team members up to succeed. It also often seems to be the case that when an employee is perceived to be underperforming there is a lack of shared understanding of what good or bad performance looks like. This post provides a set of five questions for managers to work through with their people to assess just how clear and shared the performance expectations are and to resolve any ambiguity before it leads to problems.
Both the manager and team member should come to the discussion prepared with a few brief notes for each question (leave behind position descriptions etc and focus on the conversation). To be most effective, for each question the team member should first provide their views about their role and then the manager should respond by comparing and contrasting their expectations for the role. Areas of alignment and differences will quickly become apparent and can be discussed and resolved as the conversation progresses.
Below we use a fast food restaurant scenario to illustrate use of the questions.
Q1. The top three focus areas of our organisation at the moment are ... This should be kept high level and should help bring some context to the discussion, as every role should be contributing to executing the organisation’s strategy.
Example: 1. Reducing operating expenses. 2. Increasing sales of high margin items. 3. Expanding aggressively in to emerging markets.