Rachel Cise sets out the roadmap for a winning performance plan.
Every employee’s journey to top-tier performance is like embarking on an epic road trip. Sometimes the engine purrs along perfectly but, other times, a flat tyre or a sputtering exhaust threatens to derail the journey. But like any significant journey, we can make progress with simple steps that get us cruising from A to B without hitting traffic.
Step 1
Diagnose the Issue
Before we can plot a course, we need to understand where the concern lies. Is the employee running low on motivation, struggling with specific skills, or overwhelmed by personal challenges? Think of this step as inspecting the vehicle. Have open, honest conversations to identify whether the issue stems from workload, unclear expectations, or a skills gap. This diagnostic phase sets the tone for the rest of the journey, ensuring we’re targeting the real problem.
Step 2
Set Clear, Attainable Goals
Every road trip needs a destination. For a performance plan to succeed, goals must be specific, measurable, achievable, relevant, and time-bound (SMART). Break down the ultimate performance goal into smaller, manageable milestones — much like plotting stops along the way. These goals provide clarity and make the journey feel less daunting, keeping the employee motivated and focused on what lies ahead.
Step 3
Provide the Right Tools and Support
Imagine setting off on a long road trip without a sat nav, fuel, or snacks. Disastrous, right? Employees need the right resources to succeed. Equip them with:
- Training: Upskill them in areas where they’re lacking.
- Mentorship: Pair them with a seasoned colleague who can offer guidance and encouragement.
- Tools: Ensure they have access to software, equipment, or processes that streamline their tasks.
This support ensures their performance engine runs smoothly, eliminating excuses and boosting confidence.
Step 4
Feedback and Checkpoints
Even the best road trips have pit stops, and performance plans should, too. Schedule regular check-ins to discuss progress, recalibrate goals, and provide feedback in a constructive and motivating tone. Treat these moments like friendly chats over coffee, not stern interrogations. Acknowledge improvements, address concerns, and map out the next leg of the journey together. By doing so, we’ll create a sense of partnership rather than judgment.
Step 5
Track Progress and Celebrate Wins
A long road can feel endless without moments of celebration. Recognise and reward small victories, whether it’s a shoutout during a team meeting, a handwritten note, or a voucher for their favourite coffee. These little gestures keep morale high and motivate the employee to keep going. Use tracking tools to measure their progress objectively and share those wins with them to reinforce their achievements.
Step 6
Reaching the Destination
As the employee approaches their performance goals, take time to reflect on the journey. Acknowledge how far they’ve come and address any remaining roadblocks. Be sure to celebrate the end of the journey but don’t stop there. Encourage continuous growth by setting new challenges or aspirations. After all, reaching one destination often marks the start of a new adventure.
A good performance plan isn’t about fixing faults; it’s about steering someone towards their potential. By diagnosing the issue, setting goals, providing support, and celebrating milestones, we’re not just managing performance; we’re inspiring it. So buckle up, map out the route, and guide the employee to success because every great road trip comes with detours and bumps, but it’s those moments that teach resilience and make the destination truly rewarding.