Managing Smart: Tips for Performance Management

One of the most important aspects of supervision is leveraging available skills, tools and resources in providing ongoing support and development to the members of our teams. As you develop your team members, here are tools you may find useful:

Coaching
People are our purpose. It is important that we set aside the time necessary to be able to intentionally stay engaged with our team members. Coaching sessions may be planned as one-on-one meetings, impromptu meetings or part of broader team meetings. They allow us to check in with our employees on what is going well, what support may be needed and what their goals/interests are moving forward.

Recordkeeping
We are all juggling multiple priorities, so tools to help us remember our conversations with our team members can be a tremendous asset in helping to ensure future conversations are productive. One completely customizable resource is the use of a chronology, which is a simple record of all of the conversations, goals, accomplishments and notes about a particular employee.

Check-In and Faculty Evaluations
We use these annual development, goal setting and evaluation tools because the College is committed to the growth of each employee and values each person who serves. The Check-In and Faculty Evaluations are designed to encourage open communication between the employee and the supervisor.

Individual Action Plan
As we monitor employee progress, there are times where we start to identify potential performance concerns. To informally address these initial concerns, the College has established the Individual Action Plan (IAP). The IAP is an informal performance management tool that provides supervisors with the opportunity to partner with our employees on creating development action plans for identified areas of improvement.

Performance Improvement Plan
For those situations where there are performance concerns requiring more formal intervention, another available tool is the Performance Improvement Plan (PIP). Like the IAP, the PIP is intended to give an opportunity for an employee to improve and requires active involvement from all involved; however, the PIP process is more directive in nature and focuses on gaps in performance related to the essential job functions of the employee.

While it may be associated with corrective and disciplinary measures, we truly believe that effective performance management focuses on relationship building. Creating environments where we have transparent and clear performance expectations and meaningful interactions with our employees where they have an opportunity to both give and receive feedback that impacts their professional development helps foster a belief that every employee is an integral and valued member of the team. These efforts ultimately build trust and create the type of work culture that retains mission-driven talent.

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