CONTRACTING FOR PERFORMANCE
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- Derrick Grant
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1 CONTRACTING FOR PERFORMANCE Employee Name: Manager Name: Performance Group Date: PERFORMANCE DEVELOPMENT
2 CONTRACTING FOR PERFORMANCE This guide is designed to help managers conduct coaching discussions with their team members. These items are designed to help drive engagement and business performance. It is recommended that this guide be used initially in its entirety and then followed up on a quarterly basis. Depending on the preference of the individual employee, this discussion may occur more or less frequently. Word of caution: As you prepare to embark on these conversations, please take some time to think through box number 8 on page 3 this will require some preparation and will likely differ by role and individual. Here is how we suggest you start the conversation: In our conversation today, I am going to ask you a series of questions. This conversation is intended to help us establish clear expectations of one another and how we are going to perform at work. Let s get started. 1 Evolve Performance Group. All rights reserved.
3 EMPLOYEE S OPERATING SYSTEM Ask once and briefly review twice per year. Revise as necessary. 1. Tell me what you are best at. 2. What is your unique contribution to the team? 3. What can your teammates always count on you for? 4. What job-related responsibilities might you need help with? (You may have been told these were your weaknesses in the past.) Evolve Performance Group. All rights reserved. 2
4 5. Describe what the ideal role would look like for you. 6. What do you like most about your current role? 7. What do you think my expectations of you are within your role? 8. Let me clearly share my expectations with you. 3 Evolve Performance Group. All rights reserved.
5 9. What are your long-term career goals? 10. Tell me about a time you went above and beyond basic expectations at work. 11. Let me tell you about a time I think you went above and beyond basic expectations at work. 12. How do you like to be recognized for going above and beyond? (See recognition worksheet on pages 5 and 6 for help with this item.) Evolve Performance Group. All rights reserved. 4
6 WHAT TYPE OF RECOGNITION IS PERFECT FOR YOU? Employees should complete this worksheet annually to help identify what meaningful, perfect recognition looks like for them and discuss selections with their manager. Interpersonal Expressions of Appreciation Unacceptable Acceptable Perfect for Me Handshake o o o Applause o o o Celebrations o o o Sharing a Meal (Lunch/Dinner) o o o Verbal praise o o o Visual Expressions of Appreciation Unacceptable Acceptable Perfect for Me Service Awards o o o Pictures o o o Certificate o o o Plaque/Award o o o Pins/Medals o o o Banner o o o Balloons o o o Written Expressions of Appreciation Unacceptable Acceptable Perfect for Me Post-It note o o o o o o Social Media Mention o o o Newsletter Spotlight o o o Personal Note/Card o o o Growth-Based Expressions of Appreciation Unacceptable Acceptable Perfect for Me One-on-One Development o o o Seeking Input/Opinion o o o Additional Responsibilities o o o Additional Training/Development/Education/Certifications o o o Monetary Expressions of Appreciation Unacceptable Acceptable Perfect for Me Gift Cards o o o Flowers o o o Candy/Food o o o Cash o o o Time-Off o o o Interest Specific (Tickets to an event, interest-related book, etc.) o o o 5 Evolve Performance Group. All rights reserved.
7 MEANINGFUL EXPRESSIONS AND AUDIENCE Is there one type of recognition that is most meaningful to you? Refer back to the categories on the prior page. Do any categories contain mostly Perfect for Me responses? If so, identify it below. Interpersonal Expressions of Appreciation Visual Expressions of Appreciation Written Expressions of Appreciation Growth-Based Expressions of Appreciation Monetary Expressions of Appreciation What type of audience do you prefer? Discuss the following audiences with your manager as you rank the importance (1 5) of each of these groups seeing/hearing/knowing that you have been recognized for great performance: Private/one-on-one My team My family Organization leaders My internal/external clients ADDITIONAL NOTES Evolve Performance Group. All rights reserved. 6
8 QUARTERLY CONVERSATIONS These items are recommended for quarterly conversations. As you hold these quarterly conversations, compare notes from one quarter to the next. 1. Tell me what you would like to achieve at work in the next 90 days. 1st 2nd 3rd 4th 7 Evolve Performance Group. All rights reserved.
9 2. What barriers might get in your way as you work to achieve these goals? 1st 2nd 3rd 4th Evolve Performance Group. All rights reserved. 8
10 3. Which of these barriers can I remove and what else can I do to help you achieve your goals? 1st 2nd 3rd 4th 9 Evolve Performance Group. All rights reserved.
11 4. What do you expect of me as your manager? 1st 2nd 3rd 4th Evolve Performance Group. All rights reserved. 10
12 5. I agree that the goals and expectations we have established this quarter are realistic. I am committed to achieving these goals (employee) and removing barriers (manager). 1st Manager Employee 2nd Manager Employee 3rd Manager Employee 4th Manager Employee 11 Evolve Performance Group. All rights reserved.
13 The top leaders in business today are sending a collective message to employees, customers, and shareholders: Yesterday s competitive advantages have become today s ticket to entry. Processes and procedures that once made companies significantly more efficient can now be easily replicated. Today s competitive advantages are created and sustained by understanding the strength of relationships between companies and their employees, and employees and their customers, then translating that understanding into front-line actions that drive results. Today s business environment is rapidly changing. We hope you ll join the wave of professionals who are determined to not let their companies become extinct. Are you ready to evolve? Performance Group For more information contact Evolve Performance Group 3091 University Dr. East Unit 210 Bryan, TX (979) info@evolvepg.com
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