Performance Execution

TL;DR

Employees and supervisors share responsibilities for performance execution through goal setting, feedback, and development activities.

Transcript

let's take a look at performance execution once the review cycle begins the employee strives to produce results and display the behaviors agreed upon earlier as well as to work on developmental needs the employee has primary responsibility and ownership of the process at the performance execution stage the following factors must be present the empl... Read More

Key Insights

• 🥅 Employees should actively participate in goal setting and feedback solicitation for enhanced commitment and performance excellence.
• 🖐️ Supervisors play a crucial role in observing daily performance, providing feedback and coaching, and offering resources for employee development.
• 🤳 Ongoing feedback and self-appraisal are essential for employees to track their progress and make immediate corrections for better performance outcomes.

Questions & Answers

Q: What role does an employee play in performance execution?

An employee must actively participate in goal setting, seek feedback, self-appraise, provide data on progress, and collect informal performance information from peers and customers to ensure performance excellence.

Q: How can supervisors support performance execution?

Supervisors should observe and document performance, offer feedback and coaching, provide resources for development, recognize outstanding performance, and address any negative performance issues promptly and effectively.

Q: Why is ongoing feedback important in performance execution?

Ongoing feedback ensures employees are on track towards goals, can make immediate corrections if needed, and feel supported in their performance journey, leading to continuous improvement.

Q: What are the key responsibilities of both employees and supervisors in performance execution?

Employees should take ownership of goal achievement and feedback solicitation, while supervisors must observe performance, provide resources for development, offer regular feedback and coaching, and recognize outstanding performance.

Summary & Key Takeaways

• In the performance execution stage, employees aim to achieve set goals and behaviors, working on developmental needs and taking ownership of the process.

• Employees should actively participate in goal setting, seek feedback, share performance data, self-appraise, and collect informal performance information from peers and customers.

• Supervisors must observe and document daily performance, provide feedback and coaching, offer resources for development, and recognize outstanding performance while addressing any negatives.