Page 71 - FLL Virtual Binder 2018

Assessing Performance
Once a Front Line Leader has developed the skills to clearly articulate job purpose and delegate tasks with clarity and the appropriate level of empowerment, a key role for the Leader is to monitor and assess the team’s performance. The purpose of assessing performance is to improve or leverage the skills and achievements of employees and to continually improve the processes.
Levels of Performance
1. NotMeetingExpectations
Employee is below the required level in achieving performance objectives and in the rate of progress towards acceptable results.
2. Meetsexpectations
Typically meets and sometimes exceeds expectations in role, and in achieving objectives.
3. Exceedsexpectations
Consistently exceeds expectations in role and in achieving objectives. Clearly serves as a role model for others.
Many times we focus our coaching efforts on the individuals who are not meeting expectations. While this is very important to do, it is also important to spend time coaching the individuals who are exceeding expectations. Failing to coach employees who are exceeding benchmark performance targets, results in employees feeling undervalued for the work they do.
The critical step in correcting an employee performance issue is to clearly define the gap that exists between desired performance and actual performance.
The primary objective of a performance improvement / disciplinary conversation is to gain the employee’s agreement to change their behaviour, close the gap, and return to fully acceptable performance.
Written performance expectations can assist in defining the desired behaviour.
E N V I R O N M E N T
Desired Performance
Gap
Actual Performance
Front Line Leadership Module: Performance Management
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