I enjoy reading your newsletter. I’m looking for a “best practice” in the area of teaching managers how to have effective performance review conversations. I don’t want this to be limited to just conversations with poor performers, but with all employees.
You’re asking a very broad question. The CLEMMER Group gets quite involved in helping our Clients with performance management and coaching. We have a variety of training programs and developmental processes that we try to fit to the situation.
In a nutshell, we’ve found that effective performance management is a combination of three factors; 1) Coaching skills, 2) Organizational culture, and 3) Performance management process. Too often HR professionals and managers focus on just one or two of these elements (usually #1 and/or #3) and end up with fragmentation and ineffectiveness.
Thanks for your feedback and question. I hope my response is helpful.