{"id":6374,"date":"2023-01-20T14:49:22","date_gmt":"2023-01-20T14:49:22","guid":{"rendered":"https:\/\/www.stl-training.co.uk\/b\/?p=6374"},"modified":"2023-12-30T23:04:43","modified_gmt":"2023-12-30T23:04:43","slug":"performance-management-part-2-targets","status":"publish","type":"post","link":"https:\/\/www.stl-training.co.uk\/b\/performance-management-part-2-targets\/","title":{"rendered":"Performance Management part 2 &#8211; Assessing performance"},"content":{"rendered":"<h2><strong>Assessing Performance &#8211; targets<\/strong><\/h2>\n<p>Before we dive into assessing performance against targets, a quick reminder of part 1:<\/p>\n<p>In the first blog in this series of 4 \u2013 <a href=\"https:\/\/www.stl-training.co.uk\/b\/performance-management-part-1-setting-expectations\/\">Setting Expectations for Performance<\/a>, we looked at how expectations can be broad. With that said, we can break them down into two broad categories:<\/p>\n<ul>\n<li><strong>Measurable Results<\/strong>\u00a0<strong>and Targets <\/strong>\u2013 what do employees need to produce? And how much do they need to do?<\/li>\n<li><strong>Observable Actions &amp; Behaviours<\/strong>\u00a0\u2013 what good looks like and how people are expected to behave.<\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\"alignnone wp-image-6038 size-full\" title=\"targets\" src=\"https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/09\/Meeting-1.bmp\" alt=\"targets\" width=\"3712\" height=\"2475\" \/><\/p>\n<p>Measurable results and targets are easy to assess as they are quantifiable. The more difficult aspect to assess is <em>why<\/em> haven&#8217;t we met the targets or goals?<\/p>\n<p>When need to set specific and realistic targets, with a clear timeline so that people know <em>exactly<\/em> what they have to achieve.\u00a0 We need to break down larger targets, with longer deadlines, into manageable chunks. \u00a0The key to success is to monitor progress closely and address any deviances quickly.<\/p>\n<h2><strong>People do not always hit their targets<\/strong>.<\/h2>\n<h2>There can be several factors:<\/h2>\n<ol>\n<li>Lack of skill, knowledge, or experience.<\/li>\n<li>Lack of resources.<\/li>\n<li>Internal or external influences over which you have little control.<\/li>\n<li>Lack of will, motivation or engagement.<\/li>\n<\/ol>\n<p><img decoding=\"async\" class=\"alignnone wp-image-5931 size-full\" title=\"coaching\" src=\"https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/interview1.jpg\" alt=\"coaching\" width=\"1920\" height=\"1080\" srcset=\"https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/interview1.jpg 1920w, https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/interview1-300x169.jpg 300w, https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/interview1-1024x576.jpg 1024w, https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/interview1-768x432.jpg 768w, https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/interview1-1536x864.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\" \/><\/p>\n<p>We can address all of these factors through continuous review, communication, and coaching.<\/p>\n<p>Behaviours, however, are not so straight forward to assess unless expectations have been clearly defined and communicated.<\/p>\n<p>The best way to assess behaviour is through observation and gathering evidence.\u00a0 The evidence needs to be objective and specific.<\/p>\n<p>Your team may agree that in order to Communicate Effectively, everyone needs to demonstrate the following behaviours as standard:<\/p>\n<ul>\n<li>Be respectful and polite to all.<\/li>\n<li>Present information clearly, concisely, and logically.<\/li>\n<li>Ask questions to ensure understanding!<\/li>\n<li>Listen attentively and don\u2019t interrupt!<\/li>\n<li>Keep relevant people informed and up to date!<\/li>\n<li>Adapt your communication style to suit the audience.<\/li>\n<\/ul>\n<p><img decoding=\"async\" class=\"alignnone wp-image-5900 size-full\" title=\"Communication\" src=\"https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/team-development3.jpg\" alt=\"communication\" width=\"1200\" height=\"800\" srcset=\"https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/team-development3.jpg 1200w, https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/team-development3-300x200.jpg 300w, https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/team-development3-1024x683.jpg 1024w, https:\/\/www.stl-training.co.uk\/b\/wp-content\/uploads\/2022\/08\/team-development3-768x512.jpg 768w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/p>\n<p>Through observation you may find that a team member didn\u2019t ask questions in a meeting. Subsequently, they went on to make assumptions that took time to correct.\u00a0 Rather than only focusing on the mistakes that need to be corrected, it is important to discuss and address the reasons for the behaviour that caused the problem in the first place.\u00a0 This is more likely to prevent the situation from happening again.<\/p>\n<h2><strong>In conclusion<\/strong><\/h2>\n<p>Performance assessment is a continuous process, not something we only do at review or appraisal time.\u00a0 The best managers manage by walking around.\u00a0 In other words they are observing what people are doing on a daily basis, gathering evidence, both good and bad, and acting on it immediately.<\/p>\n<p>If you want to know more about this topic, take a look at our <a href=\"https:\/\/www.stl-training.co.uk\/ps-team-performance-management.php\">Team Performance Management<\/a> course.<\/p>\n<p>In part 3 of blog in this series on Performance Management, we will look at Performance Reviews and how to get the most out of them.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Assessing Performance &#8211; targets Before we dive into assessing performance against targets, a quick reminder of part 1: In the first blog in this series of 4 \u2013 Setting Expectations for Performance, we looked at how expectations can be broad. With that said, we can break them down into two broad categories: Measurable Results\u00a0and Targets [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[6,632,634,638],"tags":[],"class_list":["post-6374","post","type-post","status-publish","format-standard","hentry","category-hints-tips","category-leadership-development","category-management-training","category-professional-management"],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts\/6374","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/comments?post=6374"}],"version-history":[{"count":5,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts\/6374\/revisions"}],"predecessor-version":[{"id":6379,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/posts\/6374\/revisions\/6379"}],"wp:attachment":[{"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/media?parent=6374"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/categories?post=6374"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.stl-training.co.uk\/b\/wp-json\/wp\/v2\/tags?post=6374"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}