Page 76 - FLL Virtual Binder 2018

“Your work assignments seldom go over timelines,” is a general observation.
Instead, say:
“You are extremely conscientious about meeting timelines in your work. Your projects and reports are on time and accurate; many times you deliver ahead of schedule. On those rare occasions where timelines cannot be met, you have kept me very well apprised of the reasons and the adjusted timeline.
If you don’t keep score, you’re only practicing. Vince Lombardi
Documenting Performance
Front Line Leaders will be more effective in addressing all levels of performance by keeping an “incident” journal, note pad, or calendar to take quick notes regarding employees’ performance. Incidents noted in the journal should include both positive and negative actions.
Documentation should:
• Focus on the behavior of the employee and not the employee’s character traits.
• Be objective, accurate, factual, fair, and consistent.
• Be specific about the employee’s performance and the supervisor’s
actions regarding the performance.
The goal is to help the employee succeed. Follow these four steps to documenting performance in order to help employees improve their performance:
1. Facts–Factsincludewho,what,where,andwhen.Theyshouldbe specific about the performance and focus on the behaviour of the employee.
2. Objectives–Objectivestelltheemployeewhatisexpectedofthem.They are positive and specific about what the supervisor expects them to do.
3. Solutions–Solutionsshouldhelptheemployeemeettheobjective.They can be suggestions such as taking classes for skill building or a mentor to help guide the employee.
4. Actions–Actionsdescribewhatwillhappeniftheobjectivesarenotmet. They can range from coaching, counseling or written warnings, to leave without pay or dismissal.
Front Line Leadership Module: Coaching for Continuous Improvement
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