Have you ever tried to put a 500-piece puzzle together using only 386 pieces? That is what it can feel like to an employee who has not be given straightforward expectations to accomplish their goals. An important part of performance management is to set clear expectations for employees so there is no question as to how their work should get done.
When employees feel their goals and your expectations are undefined or ambiguous, they become frustrated, productivity declines, and you risk losing them. To keep them committed to you as their manager and to the organization, you cannot leave anything to chance. By including employees in the goal-setting process and then developing action plans with timelines, your expectations are clear and you are setting them up to succeed; the rest is up to them.
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