Small Conversations, big results
Instead of one long, forgettable meeting a year, quick monthly conversations offer an effective, collaborative approach for employee growth.
Our process helps managers and employees to ask the right questions, clearly defining the employee's performance and potential from the answers.
We measure performance through Work Results and Observed Behaviors.
Work Results describe what the person's getting done at work according to their job description and responsibilities.
Behaviors represent how well employees are interacting with their manager, their team, and others.
The metrics are tracked in our automated system. The information is plotted out visually on a graph, making it easy to see where employees fall on the Continuum and how they're progressing.
Jamie Resker, Founder and Practice Leader of Employee Performance Solutions created the Employee Performance Continuum™ as an alternative to traditional performance review ratings. The model is the starting point that helps inform the right conversations between managers and employees and track ongoing performance progress. See more about our consulting support on how to assess performance without ratings here.
"Upper Right" On-Target Work Results and Behaviors: Mid to high Work Results and expected value-adding Observable Behaviors (your dream employees!)
"Lower Right" On-Target Work Results and Behaviors: These are your new hire employees or people who have moved into a new/different or expanded role. People in this category are right where they should be and are making steady and expected progress. Continue supporting their acclimation to the role and responsibilities.
"Lower Right" On-Target Behaviors, but Off-Target Work Results: This is the employee that's pleasant to work with, but despite making an earnest effort, their Work Results in some or most areas are continually below expectations. Their work is reassigned to more competent staff, or the job is scaled back so much that it's no longer the job the person was hired for. This person may need extra support or a new role, which our method addresses.
"Upper Left" On-Target Mid to High Work Output, But a Pattern of Off-Target Value-Detracting Behavior: This is the employee whose Work Results are valued but often depletes others' time and energy and creates extra work for the manager. This person may demonstrate behavior that goes against organizational values, sets a poor example for others, or makes people avoid or work-around the individual. Often, this employee's behavior is a poor reflection on themselves and his/her manager, who seemingly allows the action to continue. Our methodology is beneficial in helping managers find the right words to help course-correct off-target behavior.
"Lower Left Quadrant": Yikes! Did this person retire and forget to tell you? Unfortunately, this is the individual whose behavior detracts from their overall performance contributions and they won't or can't accomplish the work.
Equip your managers with tools and training to engage in conversations to drive and align employee performance: