Doing a performance interview and giving feedback is just the beginning – the “Frontend” tasks of performance management. However, the middle and rear ends of this process are equally critical. That`s really what you have to do with good performance — to make people understand that they need to do a good job and get the results that are expected of them. By identifying this information and creating a contract, you can create a system of success. In the absence of an agreement based on the organization`s objectives, you may have to rely on yourself to defend your policies with “Because I am the boss.” It probably won`t do anything to build trust and respect with the person you`re trying to improve performance. However, formal agreements can make it easier to manage and manage your employees. Identify certain points along the way to make sure the target is still relevant and that the person is always on the right track. The main reason for executing a performance agreement is the maximization of success. Do everything you can to make success as accessible as possible. Let everyone understand the consequences of action or inaction. When a formal agreement sets out specific and measurable expectations, it does not leave much room for arguments. If the person does not respect the agreement, you have a process in place that you can follow.
Because performance agreements are designed to help employees grow, at least another opportunity is created to meet expectations. Agreements that are too hard may seem inappropriate and may contradict the spirit of supporting staff efforts to improve your organization and add value. Performance chords are one-way. If you simply decide what the person is going to do, you may be disappointed with the result. If the objectives are agreed upon, you are more likely to see progress. Take the time to develop goals together and be prepared to discuss the “why” in detail. It is a common process — both parties have to agree to make it work. Mind Tools contains two articles that will help you improve your expectations and goals. Poor feedback and performance management provides many practical tips for performing performance interviews.