Another approach to performance management is the Roxel approach. This is a mix between the formal process and humanising performance management.
During this process, you start with your January annual review where you discuss with your team members their goals and objectives for the year. You will normally do this through a development plan as a way to track whether outcomes are being achieved. This also formalises the objective setting.
You will then need to do a mid-year review. You need to check in with your team frequently (whether that is daily or weekly) on their goals and continue having those open discussions. However, the formal mid-year review gets you to actually sit down and make sure you are having the conversation with individuals.
Remember
You need to make sure you are continually checking in with your team about their priorities and performance. This gets you feeding back and providing continuous coaching monthly/weekly to get the best performance from individuals.
It is important for you to keep in mind that it is very unlikely the goals and objectives set at the start of the year will still be the same mid-year. You will need to formally change them. The goals might be similar or slightly misaligned but they could also be completely different.
01
Book formal reviews in January for the year and stick to them
02
Get the right tools and review them
03
Agree the format and approach for informal/continual discussions and book them
04
Get clarity on the priorities of the team and how they link to the business priorities
05
Delegate but involve the individual in the creation of the plan/measures/approach
06
Give meaningful, honest and open feedback
07
Recognise great performance
08
Act on poor performance now
09
Remember it is just a conversation between two people
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