Levin HR Consulting
Mar 222 min
Updated: Apr 17
Part Two: How to Ensure Performance Expectations are Being Met
Now that you have conducted your one-on-one meetings with your team members and have each shared your general expectations, you are ready to move to the next step –getting more specific and clarifying their role by utilizing key performance indicators (KPIs). Determining KPIs and customizing the list for each team member provides everyone with an agreed upon document of expectations and ultimately provides a quantitative way to measure performance.
In addition, this presents an opportunity to engage with your team member(s) in a meaningful dialogue when you will:
Listen without judging,
Collaboratively explore options to get on the same page and “agree” on performance expectations, and
Manage Expectations by being honest, transparent, and realistic (LCME)
Suggested open ended questions to enable productive conversations:
Provide me with some additional details and/or examples.
Help me understand why this is important and/or critical.
Of the (x) number of items you mentioned, can you prioritize their importance for me?
Once each individual has their KPIs in hand, you can conduct a team exercise when each team member presents their KPIs to the group and solicits feedback. Shared KPIs encourages an open environment, collective decision-making, and built in accountability between team members. KPIs can be shared with others in the organization to expand the development of an open culture.
Levin HR Consulting develops leaders in small to mid-size businesses through personalized coaching and guidance by engaging people and ensuring systems are in place to support the growth, scalability, and success of the organization.
Contact us today for a FREE assessment of where you are in your journey to success.
Tel: 301-801-9271
Email: jeff@levinhrconsulting.com