Interactions with people related to work performance occur on a daily basis for most managers. We get work accomplished through these interactions, which happen with varying degrees of success. Some of these performance related discussions leave those involved feeling inspired, focused and prepared to take action. Others leave people feeling befuddled, confused, and wondering what is expected to happen next.
As managers in the new business normal, it is up to us to drive these performance conversations so that they are purposeful and direct performance in a way that gets the intended results. Here is my definition of a successful performance interaction: