Uma grande parte de sua responsabilidade como proprietário de uma empresa é dar à sua equipe a oportunidade de ser a melhor que eles podem ser. Estão fazendo eles, verifique se você não está cometendo esse grande erro que pode estar impactando o quanto você facilita o aumento do desempenho dos membros da sua equipe ...
One of the systems that give your team members the opportunity to improve is conducting effective appraisals.
If you aren’t doing regular appraisals at the moment, then you should definitely start.
And if you are doing them, make sure you aren’t making this big mistake that could be impacting how much you facilitate the increase in performance of your team members…
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prefere ler em vez de assistir e ouvir? Aqui está tudo, desde o vídeo:
O que me deparei com meu trabalho com empresários é que existem alguns deles que desejam melhorar o desempenho dos membros de sua equipe. Desses sistemas em que acredito, e nossos clientes se concentram, são as avaliações. É um canal de mão dupla. Mais importante, você como gerente, como líder, está criando uma plataforma, um tempo e um espaço, onde as pessoas estão refletindo sobre o que está indo bem e para onde precisam melhorar. Dei a melhor maneira de fazer as perguntas e fazer esse processo da maneira mais certa. Essa pessoa quer. Quero dizer, você vai por tudo o que está empolgado e, em seguida, a reunião não ocorre por suas expectativas, posso entender totalmente de onde o cliente estava vindo. A avaliação, e eles precisam preencher um formulário. E você sabe e a pessoa ficou chateada por eu não ter pensado em seu salário de ascensão. Você sabe que eles queriam falar sobre sua promoção e coisas assim. E você sabe que eles pareciam muito infelizes. ”
There’s this wish, there’s this desire and there is this frustration.
But very few of them I’ve seen are actually willing to put in thought-through time and effort to create those systems which will actually help people deliver better.
One of those systems which I believe in, and our clients focus on, is appraisals.
Appraisals Can Feel Like They Just Don’t Work
Now appraisals are not something which is a one-way channel. It’s a two-way channel. More importantly, you as a manager, as a leader, you’re creating a platform, a time and space, where people are reflecting on what’s going well and where they need to improve.
So based on this discussion, I supported a client with all the templates and structures. Gave them the best way to actually ask the questions and have this process done the in the rightest manner.
Then this client came back to me literally straightaway after this appraisal and said, “Shweta, oh my god, this just doesn’t work. I was so excited about the whole appraisal. This was the first time I was doing it, the whole year-end appraisal and you know I just spent time talking about the salary! And why I can’t give the salary height this person wants. And they actually left the meeting feeling very disgruntled and very upset. I don’t think this whole thing works.”
Now you can understand right? I mean you go in all motivated all excited and then the meeting does not go per your expectations I can totally understand where the client was coming from.
The Big Mistake Most Business Owners Make Conducting Appraisals
So, we sat down in the meeting next time and I said, “Okay fine, let’s just go through this, how did you go about this?”
So he said, “I called the person, I told them this is the appraisal, and they have to fill out a form. I sat down, you know, with a template that you gave me and I really asked the questions properly.
“However, midway we started talking about salary. And you know and the person got upset that actually I had not thought about their rise salary. You know they wanted to talk about their promotion and things like that. And you know they just looked very unhappy.”
Então eu contei a ele sobre onde a melhoria precisa acontecer pela próxima vez ou onde o erro aconteceu nesta avaliação.
O que você não fez com sucesso é o posicionamento.
Appraisals Are About Performance – So Set It Up That Way
O que quero dizer com isso é que você precisa posicionar e explicar ao membro da sua equipe que, quando você está fazendo uma avaliação, o foco está no desempenho deles. O foco está no que está indo bem e no que eles precisam melhorar, que apoio eles precisam e eles estão claros sobre onde a empresa da empresa. Não é. Se essa é a agenda, é uma discussão separada que precisa acontecer. Nesta reunião, é isso que vamos fazer. As revisões salariais, as discussões salariais, as caminhadas salariais, todo esse bit serão feitas separadamente, ou estaremos olhando para ele durante um mês específico. Portanto, eles ficam muito claros que essa não é a agenda, esse não é o objetivo. maneira. Mais. Porque o alinhamento e a equipe são super importantes. Jhajharia
The purpose of the appraisal is to be a reflection time for themselves, and you’re facilitating that discussion.
The appraisal is not a salary discussion opportunity time. It’s not. If that’s the agenda, then it’s a separate discussion that needs to happen.
Therefore you as a manager or as a leader need to clarify this to your team member. In this meeting, this is what we are going to be doing. The salary revisions, the salary discussions, the salary hikes, all that bit will be done separately, or we will be looking at it during a particular month. So they are very clear that this is not the agenda this is not the objective.
When you come to a certain meeting the agendas have to be very aligned and you have to be very clear what’s the outcome.
It’s your job as a business owner to pre-empt the possible confusion or wrong expectation and therefore align the team member with the objective and make sure that the outcome is realized the right way.
And Then The Appraisals Were Happy Ever After
Now the good news here is, once the business owner was clear, he went back and for the remaining team members he re-clarified and re-positioned.
This time he had a great experience and team members appreciated the fact that he had taken out some time from his busy diary to sit down with them to reflect on how they were doing and how they could be supported even more.
So please make sure that you have the structures and systems and you are making time to invest in your team.
More importantly, when you’re trying to do something good it’s your job to position to pre-empt any misalignment. Because the alignment and the team is super important.
= Como usar as avaliações para aumentar o desempenho da equipe || JhajhariaSe você quiser saber mais sobre isso, sinta -se à vontade para entrar em contato abaixo. Jhajharia
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