TeamsPerformance

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TeamsPerformance

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The best comprehensive tool that manages your employees' performance evaluation process, their skill development and helps you understand and drive their engagement levels with impactful initiatives and immediate recognition from managers or peers.

09/07/2022

What’s on your mind this week?
How has everything been going since the last meeting?
What are you working on currently?
Do you have any questions about anything happening in the
company?
How are things going with your teammates?
Have you had any interactions you’d like to talk about?

These questions can help you to break the ice and start the conversation.

09/05/2022

It’s helpful to keep running notes of your one-on-one meetings.
This can help you:

- Pick up the conversation where you left off
- Track progress in commitments made by either party
- Remind you when you last touched on a particular topic
- Recognize emerging trends.

09/02/2022

Visit your meeting notes, or review previous meetings to identify missing topics, but never show unpreparedness.

09/01/2022

Start by asking questions:
Gaining the other person's perspective on their performance may provide you with hints on how to steer the conversation. Do you have an unaware underperformer? Is there an event affecting employee performance? Or on the other hand, is this improvement sustainable over time?
Don't voice your concerns after hearing the answer to "How do you think that went?", instead show your evidence in the form of "I asked you because I saw X or I heard Y".

Offer appreciation before you offer criticism:
Individuals are more receptive to constructive criticism if they’re first told what precisely they did well.
Be as specific as possible, "You did well" does not cut it anymore. And for the constrictive criticism, bring examples.

State your good intentions:
You may have good intentions, but you should always remind to the feedback recipient, as it improves how the other person receives the bad news.

Clarify and contrast:
Contrasting statements can help clarify your feedback and pre-emptively address any negative spins the other person might entertain.
For example, "I am concerned about your delivery right now. I am not saying that you don't have the capacity".

Have the other person state their key takeaways:
If you need to end the meeting abruptly, ask them to send you back an email with the three takeaways from the conversation at the end of the day, in that case, reframe the message.
If you need to end the meeting abruptly, ask them to send you back an email at the end of the day with the three takeaways from the conversation.

08/31/2022

Delivering constructive feedback is nerve-wracking at the best of times, and is even harder doing it remotely. Here are 5 tips to improve your remote feedback session:

1. Start by asking questions
2. Offer appreciation before you offer criticism
3. State you're good intentions
4. Clarify and contrast
5. Have the other person state their key takeaways

From the article Giving Critical Feedback Is Even Harder Remotely by Therese Huston
https://hbr.org/2021/01/giving-critical-feedback-is-even-harder-remotely

08/08/2022

An effective 1-on-1 meeting is employee-centered and should not be aligned with the manager's communication agenda.
To build effective 1-on-1 meetings, the meeting agenda should be owned by the individual contributor, opening the opportunity for constructive feedback.

07/25/2022

MYR meetings, and all performance evaluation meetings, are valuable times for your employees.

Let them know you value that time by booking the meeting at least one week in advance to give your employees time to prepare for the meeting.

06/22/2022

An employee development plan is a process of helping individuals to assess their skills and competencies, identify development opportunities, improve their skills for the current job and acquire the knowledge for their future positions.

06/07/2022

Our performance management tool guides managers throughout the process, allows them to track conversations with their subordinates, gathers feedback evaluation from peers, the manager, and external stakeholders, and provides a complete picture of the performance management process. With clear goals, actionable and timely feedback, and objective evaluation, your employees not only will understand what is expected from them but will be committed to achieving their goals, while your managers will not fear the process anymore.

06/02/2022

The more you try to force engagement on your employees, the less engaged they get. Today's organizations need to create an attractive workplace culture employees want to engage with - a place where people are excited to go to work, find it easy to grip, and do their best.

06/01/2022

A performance management software can give you transparency and recognition along with the feedback and thereby help in improving the employee’s engagement and overall satisfaction.

05/10/2022

Employees want to know how they’re performing. They want to know if they’re meeting expectations.
And they want to know what they can do to improve their performance.

Address

San Clemente, CA

Website

http://www.teamsperformance.com/

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