Think back to when you started a new job – it could be your first job out of college or the job you currently hold. If you’re like most employees, you had questions about your job, about your performance, and what was expected of you. You also had questions about the people you’d work with and the projects you’d work on. All too often, though, these very critical questions go unanswered either because you didn’t ask them or because your manager didn’t provide the information.
Typically, the types of questions employees want answered about performance management build on each other. Below is a building block framework for understanding the type of information your employees need about performance management. The first block – establishing expectations – is the largest and serves as the foundation on which all other blocks rest.
Building Block #1: Establishing Expectations
The first building block focuses on your expectations of your employees, and this discussion provides some of the most fundamental information that all employees should have about performance management.
Some of the questions that you should be prepared to answer include:
- How does my job [or this department, team, or project] fit into the bigger organizational picture?
- Where will I do my work? Where is my office, cubicle, or workstation?
- Who will I work with on a regular basis?
- Who are my internal and external customers?
- Who else is working on this project / team?
- What exactly do you need me to do?
- What is the outcome you expect?
- What impact does the outcome of my work have on others?
- How will I be managed and evaluated?
- How quickly can I learn and make a contribution?
When you establish clear expectations for your employees, you put them in a better position to succeed on the job. When you’re employees are unclear about your expectations, then they are more likely to have trouble performing at a satisfactory level, and they are likely to have a harder time understanding their performance problems. Therefore, it is critical that you spend the necessary time to identify, explain, and clarify your performance expectations with each of your employees.
Building Block #2: Creating Direction
The second building block focuses on giving your employees direction and helping them learn the boundaries of their job, team, or project. Some of the questions that employees have about direction and boundaries include:
- Why does this job [or team, department, or project] exist?
- What are the overarching goals for this job [or team, department, organization, or project]?
- How does this job [or team, department, or project] help the organization achieve its goals or mission?
- What are my boundaries for delegation, problem solving, and decision making?
- How can I best perform the job?
- How will I know if I’m succeeding?
Building Block #3: Coaching for Results
The third building block focuses on providing your employees with on-going coaching to help them overcome obstacles and stay on track. Some of the questions that employees have about achieving the desired results include:
- How am I doing?
- Why am I running into barriers, and what can be done to eliminate or minimize them?
- What will happen if performance expectations are not met?
- What resources or training could help me do my job more effectively?
- What can my manager do to support me in becoming more effective?
Building Block #4: Reviewing Performance
The fourth building block focuses on how you will review your employees’ performance. Some of the questions that employees have about the performance review process include:
- How will my performance be measured? How will you know what I am doing and how I am doing it?
- How can I be sure to get a fair and comprehensive review of my entire performance period?
- Will I be assessed fairly regarding circumstances or changes beyond my control?
- Will I have a chance to provide input into my performance review, and if so, how does it count?
- How should I prepare for my review?
- How will my good performance be rewarded?
Building Block #5: Promoting Development
The fifth and final building block focuses on promoting an environment of ongoing development and learning. Some of the questions that employees have about professional development include:
- How can I be more successful in my job?
- How can I get involved with assignments / projects that will help me grow professionally?
- What training opportunities are available to help me enhance my current skills or to learn new skills?
- How can I become a stronger performer so that I can be considered for advancement opportunities or for a broader job scope?
Remember, this framework uses building blocks. New employees won’t need or want the answers to all of the questions in each block when they first start their jobs. However, if you’re doing your job right, then within their first year, your employees should have answers to most if not all of these questions.