A 100% better way to do performance conversations seems like a big claim. And we know that a lot of you are taking a coaching approach to performance conversations. However, research from Gallup (www.gallup.com) suggests:
- only 14% of employees strongly agree their performance reviews inspire them to improve;
- and estimate it costs $2.4 million to $35 million a year in lost working hours for an organization of 10,000 employees to take part in performance evaluations
Clearly there must be a better way!
Given the research, there must be a better way. We cover this topic extensively in our Certificate IV in Workplace and Business Coaching (10834NAT) program. But, let us summarise the ideas here.
Coaching questions for performance conversations
Your performance conversation will be 100% better if you ask some, or all of, the following questions under the topic headings.
Regular conversations are the key
The other thing to consider, is that if the conversation you are having is around a person’s mental health, then we suggest you build skills in this area. Open Door’s Mental Health First Aid program provides essential skills for having these conversations.
On the whole, regular conversations are the key to high performance. Research suggests that this is what employees actually want from their managers. Therefore, using one or more of the questions above during regular conversations builds up a habit of quality conversations. Consequently, over time, this becomes a 100% better way of having a performance conversation.