In the last six months, someone at work has talked to me about my progress.
Help Me Review My Contributions: Employees need to understand how they are doing, how their work is perceived and where their work is heading.
Try This Now:
As a Manager, ask yourself, “How do I lead conversations about progress? Do I lead with positive intent and emphasize what an employee is doing well, or do I tend to focus only on weaknesses?”
Tools for Action:
- Use this Engaging Conversations: Progress Tool (PDF) to help employees feel like someone is helping them navigate their professional career.
- Use the COIN Feedback Model to help frame constructive feedback conversations.
Three Attributes of Effective Performance Feedback
Focus on improving strengths and managing weaknesses
Ensure that your employees' workplace needs are met
Concentrate on making sure that performance outcomes are clear and objective
When a manager regularly checks in with his or her employees’ progress, team members are more likely to believe that they get paid fairly, more likely to stay with a company, less likely to have accidents, and more than twice as likely to recommend the company to others as a great place to work.”