Here’s a sure fire way to take the pain out of the process, improve performance, positively impact employee engagement scores and make the process an enjoyable ongoing coaching conversation:
- Check in more frequently than once a year. My suggestion would be once a month as a minimum and perhaps more frequently depending on the person. Have you ever asked how often they’d like to have a check-in conversation with you?
- Get them talking about what they’ve done well over the period of time since you last checked-in. Over time more and more of their accomplishments will be directly related to the SMART goals you have established together. That means that what they’ve accomplished should be directly linked to organizational goals and ultimately the strategic plan. Before they come to the meeting ask them to write a list of their accomplishments and get them to connect those accomplishments to positive outcomes for the organization.
- What have you accomplished over the past month?
- What are you proudest of and why?
- How has what you’ve accomplished had a positive impact here at the XYZ Company?
- Establish 2 or 3 new SMART goals for the next period or review any outstanding goals and determine if the employee is on track for successful completion. If they need additional support or resources you'll find out much earlier in the process.
- Get into the habit of providing feedback on the SMART goals you have established together. (See the download below for a great goal setting template you can .)
- Don’t be afraid to ask them for an evaluation of how you’re doing as their boss. How else will you know how best to support them in their efforts?