When an employee comes to you and says she wants a raise or a promotion and you don’t think she is “there”, it’s your job to explain where “there” is. Setting and reviewing performance expectations with employees on an ongoing basis is critical to helping them grow in their position and beyond.
Here are a few things to take into consideration:
1. Define "There" - Gain a solid understanding of where your organization is headed so you can set departmental goals that are articulated often. If your employees don’t know where the big “there” is, it’s hard to evaluate them based on performance.
2. Articulate "There" - Once you have your priorities in place, meet with each team member to lay out performance expectations. By doing this, you’ll get results, increase employee satisfaction, improve the quality of your department's work, and your team will be more efficient.
3. Make "There" SMART - Make sure your goals are S.M.A.R.T. Specific, Measurable, Attainable, Realistic, Time Sensitive. In this fast-paced work environment, you can be flexible with goals and make changes, but make sure they have all of these components.
4. Reinforce and Redirect Getting to "There" - Have frequent conversations and opportunities to pat your team members on the back as they’re progressing. Be specific and provide redirection when needed. And don’t forget to ask for their feedback and new ideas on what can be done better.
When you articulate and support on-going expectations, it’s very easy to show employees where “there” is.