Regular discussions on employee performance represent a very valuable tool not only for the development of companies as a whole but especially for the relations between superiors and subordinates. However, the discussions should be lead not to be a waste of time for both the parties invoved. Therefore, teach your managers to create an appropriate environment and atmosphere for the interviews. Trust is essential.
Ensure a balance of four basic elements of trust
Trust in the performace interview is based on four elements: 1) integrity of all behavior, 2) expression of interest and respect regardless of circumstances, 3) agreement on common goals that will bring benefits for all stakeholders and 4) ability to perform each person's specific roles.
Change the focus of the interviews
Discussions of performance tend to focus on specific individuals and the necessary changes in their behavior. However, if you focus on work processes and environments the individuals work in, they can be much more effective.
Offer more independence
Employees will be more open if you give them greater control over their own destiny. Try to give your people the maximum opportunity to make decisions independently.
Help your people to the mastery in their field, not just performance
If employees focus only on performance, they can do things they would not do otherwise and that they may not be proud of. This will harm you in the long term.
-kk-