Employee Development PlanĪn employee development plan―also called an employee growth plan―provides workers with a sequential list of tasks they must complete to improve skills and acquire knowledge for new roles. It can be documented either as an employee development plan or a performance improvement plan (PIP). Instead of merely expressing praise and constructive criticism, set up a process for follow-up action. They’re also more likely to perform better when held publicly accountable, such as the goals known by the manager. Research on performance management suggests that people set higher goals under the condition of accountability. Design an accountability mechanism to promote continuous improvements. However, to result in meaningful change, it should be paired with supplementary action on goal-setting and progress tracking. Avoid inflating your personal ratings as this would put you in an awkward position. Complete the provided self-assessment form: Answer the questions honestly.Prepare to provide feedback too: Your employer would be interested in hearing what else the company can do to support your performance.Think about your career goals: What would you like to accomplish next? Which career development paths sound appealing to you? Do consider both vertical and horizontal career growth opportunities.Collect and prepare evidence of your performance: These can include notable accomplishments, aggregated KPIs, feedback and praise from colleagues and superiors.Set personal biases aside: Try to cleanse your judgment from common unconscious biases, such as the “halo effect,” “conformity bias,” “affinity bias” and possible -isms. Talk to colleagues: Request additional feedback from the recipient’s peers or other line managers who they’ve interacted with if you have doubts.Analyze outcomes, not outputs: Focus on the employee’s positive contributions to the company rather than how many hours or efforts they have put in.Review the past goals and track key performance indicators (KPIs): Use available metrics to make an objective evaluation of the employee’s work.Without the lead-up work, a performance review session will lack substance and fail to deliver on its core objective-promote desired employee behaviors. To have an impactful conversation, both parties should take the time to prepare their assessments, examples and commentary. Performance review is a dialogue between the feedback recipient and the giver.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |