How do you ensure that the company and employees reach the set objectives? What causes non-performance, and does the leader play a part in it? It may be a challenge for leaders and employees to have a constructive dialogue about performance, especially about the parts that were not delivered as agreed and did not meet the expectations. Yet it is also the duty of the leader to increase the demands on well-performing employees and motivate them to even better performance.
Who
A leader must fulfil two obligations in a performance dialogue. Firstly, he or she must set the scene and control the conversation so that it becomes a constructive and progressive dialogue. Secondly, the leader must strike a balance between involving the employees in finding solutions in order to motivate them and in ensuring the communication of corrective feedback and the prioritisation of effort needed.
What
Performance dialogue is a leadership tool that increases employee motivation, thus ensuring that tasks and deliveries run according to the agreed schedule. It results in motivated employees and constant follow-up on employee and company efficiency at all levels. Our focus is on the skills that a leader needs to make an effective and constructive performance dialogue – be it as a part of the appraisal interview or in everyday conversation.
For further information about performance dialogue, please contact
Mogens Fog or Torben Nørby.