IANR Performance Management - Employee Conversation Guide

Transcription

1 IANR Performance Management - Employee Conversation Guide IANR s performance management conversations allow for open and honest two-way dialogue between employees and managers. During these conversations, will focus on r past accomplishments, upcoming priorities, r individual talents and strengths, challenges may be facing, and what need from r manager to succeed. Conversations take place 2x/year: once in the Fall, and once in the Spring. The focus is on the conversation. Conversation Questions What accomplishments have had since the last time we met? What will accomplish before the next time we meet? What are r natural strengths and talents? How can further utilize these in r job and within our team? What challenges are facing today? How can I help be r best? Page 1

2 1 What accomplishments have had since the last time we met? This is r opportunity to highlight what accomplished over the past six months. You do not need to list everything achieved, but focus on the projects or tasks that were r biggest priority and had a significant impact. - What are r greatest recent accomplishments? - What are most proud of achieving? - What have done to create significant impact in r job? Page 2

3 2 What will accomplish before the next time we meet? Think ahead to the next six months. What are the things will be working on? What projects or tasks will require the most of r time and will have the biggest impact? Work with r supervisor to clearly define what is expected of in r current job. - List r upcoming top priorities or goals. - Do have any new or innovative ideas? - This should be a collaborative discussion with r manager to ensure are aligned on upcoming expectations. - Remember! Priorities and workload shift throughout the year. It s okay to be flexible and adjust r goals as necessary. Page 3

4 3 What are r natural strengths and talents? How can further utilize these in r job and within our team? Think ahead to the next six months. What are the things that will be working on? During Remember, which tasks/projects don t need were to list everything in r zone? that Which will part be doing. of r What job gives tasks or projects the most are energy? going to How require can we the help most of do r more time of and that? have What the parts biggest of r impact? job do find draining? How can we further tap into r strengths to help our team? Answering this question: - List r goals in Things bullet point to format. think about: - What if my list doesn t match my manager s list? - What will do to create significant impact in r job? - Think about what re good at and what like to do within r current job what energizes? - Think about recent accomplishments what traits helped succeed? - Is there is a project or task d like to be more involved with? - What are ways can further develop and invest in r strengths and talents? - Ask r manager what he/she sees as r strengths on the team. Page 4

5 4 What challenges are facing today? Are there things that are keeping from performing at r best? What are they? - Be honest about r challenges: maybe re having a tough time prioritizing, re not sure how to work through a conflict, or re facing a communication challenge. What could be better? - What solutions do have? - Be prepared for open, honest discussion and input from r manager on how to overcome obstacles. Page 5

6 5 How can I help be r best? It s important to let our managers know how they can help us be our best. Is there something they could do to help be more effective? If so, this is r chance to discuss. - What support do need most from r manager? - Do need more guidance on a project that has been assigned to? Do need more frequent interaction with them just to touch base? - This is r chance to let them know how they can help perform at r best. Page 6