In busy times, it is often difficult for managers and leaders to get access to the professional development needed to take your capability to the next level. We see the best way for time-poor leaders to get access to this development, utilise it, and learn from it is on the job, and integrating this into your way of working.
At Everperform, we have leveraged the best available resources to pull together a practical guide on how to improve the conversations, engagement and relationships with your people which will result in improved management and leadership for you, and improved performance, results and capability for your team members.
Utilising the Performance Passport is a great reference point to use in your conversations.
High Performers 🎯
It is important to recognise and engage with the people in your team that are doing well as much as focusing on the people within your team that may need more support.
An example of how to incorporate this into your conversations in the below scenario:
Everperform Results Scenario | Example Approach for Leaders |
Lead indicator scores are high and they are meeting their performance expectations consistently | Everything seems to be going well
Is there anything that you think I should know about, or I can do better?
I really want you to know that I recognise your efforts and am really impressed, keep it up. |
Low Relationship Scores 🤝
An example of how to incorporate this into your conversations in the below scenario:
Everperform Results Scenario | Example Approach for Leaders |
Low scores for recently having meaningful conversations with their manager | Last month I noticed you scored low for 'manager conversations' - I want you to know I really value being your manager and I wish to be as effective as I can - how can I improve? |
Low Wellbeing Scores 😃
An example of how to incorporate this into your conversations in the below scenario:
Everperform Results Scenario | Example Approach for Leaders |
Low scores for energy and and mindset. | Is this work related?
Can I / the business support you better in improving this score.
We are in a busy period right now, but I am seeing a quieter period in 'x weeks'.
How can we ensure we at least maintain or slightly improve this level over next few weeks.
'HR intervention or list of what support is available if not work related' |
Low Productivity Scores 📈
An example of how to incorporate this into your conversations in the below scenario:
Everperform Results Scenario | Example Approach for Leaders |
Low scores growth and having opportunities for learning and development recently. | What would a 5/5 look like?
Where do you see yourself in 2 years, how can we put a plan in place to get you there?
What about the work mix you have on at the moment, is this making you score low? |
If you would like a more detailed guide on how to act on specific lead indicator questions and results, you can access more information below:
You can also access the Playbook for Managers below: