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Conversations Drive Performance
DO YOU HAVE THE MIND-SET?
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The premise of my new book, Painless Performance Conversations: A Practical Approach to Critical Day-to-Day Workplace Discussions (scheduled for release in just five days!!) is that day-to-day conversations drive performance.
Without conversation, employees are left to wonder what success looks like. I believe your performance conversations can be painless if you adopt four mind-sets. These important perspectives should be brought to any conversation that has the potential to become painful for you and/or the employee.
The four mind-sets of a painless performance conversation are:
- Lead with Behavior: Separating Actions from Attitudes
- Eliminate Judgment: Focusing on Performance Evidence
- Inquire with Purpose: Using Curiosity to Expand Possibilities
- Be Clear: Creating a Culture of Ownership
The first mind-set, lead with behavior, reminds you to identify the specific actions an employee must change to improve performance. By focusing on behaviors, you can decrease the amount of defensiveness that often pops up (yours and the employee's) when you talk about performance issues.
The second mind-set is to eliminate judgment. By comparing the facts with your expectations, you will be able to clearly and confidently describe the critical gaps in the employee's performance. Defining performance gaps allows you to communicate the need for change.
The third mind-set is to inquire with purpose. By framing the problem and asking questions that expand possibilities, you will be able to create an environment where the employee is involved in creating the solution. Inquiring with purpose creates space in the conversation for the employee to think and it signals to them that you expect they will resolve the issue.
Finally, the fourth mind-set is to be clear. When you are clear about who owns the problem and who is responsible for taking steps to solve the issue, you enhance levels of accountability in your work environment.
You can find more of these practical strategies and ideas on our new Painless Performance Conversations website. It's full of resources and tools that will help you tackle potentially painful conversations with greater confidence.
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Readers Ask, Marnie Responds
QUESTIONS AND ANSWERS
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I received the following inquiry from one of our readers who works for a local government. Her challenge is universal and my response may be helpful to you, too.
"One of the challenges I face is motivating employees who are very satisfied with doing the minimum. They perform the job adequately, correct errors if/when they are brought to their attention, but don't go out of their way to ensure consistent quality. When I challenge the employee, I'm met with the attitude of, 'I'm just here for a paycheck. What more do you want?' Any suggestions/ways to foster better attitude/outlook?"
Here's my reply:
This is one of the biggest challenges facing public sector employers today. Over time we have inadvertently created work environments where mediocrity is acceptable and employees are entitled. Only when we, as leaders, step up the game is this going to change. Where I've seen this attitude turn around is in organizations that are facing extreme pressure to perform (often due to budget cuts, legislative mandates, or a new and bold leader). It begs the question...what is the current level of performance costing us?
The best way to begin shifting the culture is to make the case for change...that the public expects it, that our survival depends upon it, or that it's the right thing to do. Then, with that rationale as the foundation, establish a new, bold, ennobling vision for what your organization can achieve. Set your sights high and then challenge employees to jump on board. If they choose not to, it's time to have conversations with them about their alternatives. In many cases, when the stakes are raised, some decide it's not where they want to be anymore since it's no longer comfortable. That's okay.
The simple answer is that it starts with you. What do you expect? What do you tolerate? What's in it for employees to behave any differently? To me, this is what leadership is all about. Email me or join the conversation on our blog.
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Final Footnotes
LET'S GET THE PARTY STARTED!
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To celebrate the release of my new book, we're offering a free bonus webinar recording to anyone who pre-orders a copy of Painless Performance Conversations. This is the jump-start you need to develop the confidence to tackle your toughest conversations. Just email the receipt of your pre-released book purchase to info@ManagementEducationGroup.com and a link to the webinar recording will be emailed to you on April 8th as part of our book launch celebration!
You can also join the party on our Painless Performance Conversations Facebook page. "Like" our page by 10:00am PST on April 8th to be entered to win a free signed copy of the book!
If you want to get in on the excitement before then, download our inspirational Quotes from Painless Performance Conversations video and share it with your colleagues.
As always, if I can support your efforts to enhance your performance management practices, please give me a call at 480-705-9394 or shoot me an email. I'd love to hear from you.
Warmly,
Marnie Green, IPMA-CP
Principal Consultant
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