Get my agent on the phone - How smart managers position themselves as agents via performance goals
You've heard it before - "Here at ACME, we only hire A players".
Nice! Except you and I both know they're not all "A" players. You might have thought they were when you hired them, but hiring managers miss. People change. Talent gets bored. Your company is dysfunctional. Which is why you have to measure your people, evaluate them and put them through the corporate equivalent of the NFL Combine at least once a year.
That's right. You're going to have to do a performance review on them. And that means they may hate you.
But wait - what if we told you there's a way that you can measure the performance of your employees, push for more and be considered their personal agent while you do that? You can be the one they trust the most - but only if you develop a employee-centric approach to goal setting and the performance feedback loop that follows.
How do you do that? Join us and we'll break down our goal setting/performance management plan designed to make your direct reports believe you are on their side, including the following focus points:
- Making sure the goals you set represent the Five Most Important Things (5MIT) for the employee in question.
- Offering up ways each of the Five Most Important Things might be measured in the months that follow.
- Having Thoughts on what "Good" and "Great" performance looks like in each area. Including a section that details "What's In It for Me?" for each area of focus.
- Putting it all in an easy to follow, informal format.