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:
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Performance Interactions…Purpose, Action and Progress
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As I work with individuals and organizations on topics related to maximizing the performance of people in the new business normal, I am regularly asked about how to go about measuring performance. This topic is enormous and rich in content. Performance measurement is also a tricky topic with a significant potential impact on performance improvement. With this in mind, let’s cover some basics to get us started in developing our understanding about performance measurement and people.
What is performance measurement?