Performance Discussion

The purpose of this discussion is to agree on goals and objectives and tracking methods. This is especially important because it sets a positive tone while you gain the person’s commitment to performance levels and participation in the process. People are most committed to achieving individual and departmental objectives when they play an active role in setting them and carrying them out. To prepare them for involvement and to ensure their commitment, it is essential that they:

• Understand their role in the process.
• See how their KRA's and objectives are based on departmental and organisational goals and objectives.
• Receive coaching from their manager/supervisor when they develop their KRA's and objectives.
• Understand that they are responsible for tracking their own performance.
• Choose informative and reliable tracking methods.

The success of the reaching-agreement-discussion depends on how well the manager and staff member prepare. Preparation gives both parties an opportunity to focus on the levels of performance in goals and objectives that are important. It sets the stage for mutual involvement throughout the ensuing performance cycle.

Preparation for such a meeting is particularly important. Ask the staff member to identify tentative goals and objectives and tracking methods before coming to the discussion. By now you should have discussed the individual’s role in the process and have coached the person so that s/he understands the role well enough to identify tentative goals and objectives.

As the manager/supervisor you should develop tentative goals and objectives for the person’s job as well.

Decide ahead of time how to respond if the person resists challenging, yet achievable, objectives, and regular tracking of performance.

It is also important to select a meeting place that is private and free from interruption. By avoiding interruption, you are showing that you take the individual and the performance discussion seriously.

Schedule enough time for open and frank discussion. You don’t want to rush this discussion. You want to have enough time to listen to the person’s concerns and identify goals and objectives that are acceptable to both parties.