This week I’ve got a humorous post, with a powerful takeaway. I hope you enjoy – Jon
The core reason that we do performance management is to help employees learn. And to drive learning, all you really need to do is set good expectations, and to follow them up with regular feedback.
The performance management equation is really this simple:
Great performance management = Expectations + Feedback
So what happens when you get this equation out of balance? I thought it would be fun to use some GIFs to make a serious point about why both expectations and feedback are critical for effective performance management. I laughed quite a bit when putting this together!
What happens when managers give feedback, without reference to expectations
Big problems occur when feedback is given without clear reference to expectations. Here are five of the most common reactions that can happen when feedback isn’t based on expectations…
What happens when employees don’t get enough feedback
Different problems occur when expectations exist, but there’s not enough feedback. Five of the most common conversations in a low feedback environment are…
And now, finally, what happens when you have clear expectations and ongoing feedback…
When expectations of behavior and performance are made clear, and feedback works well in concert with those expectations, here are five reactions you can expect to see in the office:
Jon Windust is the CEO at Cognology – Talent management software for the future of work. Over 250 Australian businesses use Cognology to power cutting-edge talent strategy. You can follow Jon on Twitter or LinkedIn.