A successful performance management system needs these elements - in the formal meetings and (more importantly) throughout the year. How does your performance management system stack up?
 | trust
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| meaning there is no blame - there is honesty and genuine sharing
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| confidentiality
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| discussions are kept between your team member and you
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| commitment
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| you have prepared for all meetings - formal and informal (and
this is evident)
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| you give the impression that you are committed to this process
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| objectivity
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| you have prepared specific, relevant and meaningful comments on
their performance
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| effective communications
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| you are prepared to discuss their performance, having already
thought about what you want to say
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| you freely offer your opinions, give reasons, specific examples
(after you have listened to them!)
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| you encourage them to problem solve
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| active listening
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| you actively listen to their ideas first - you ask them open
questions, avoiding accusatory language or uninvited advice
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