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Performance Optimization: Motivate and align your team to achieve growth goals - Mission to Grow: A Small Business Guide to Cash, Compliance, and the War for Talent - Episode #114

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Conteúdo fornecido por Asure. Todo o conteúdo do podcast, incluindo episódios, gráficos e descrições de podcast, é carregado e fornecido diretamente por Asure ou por seu parceiro de plataforma de podcast. Se você acredita que alguém está usando seu trabalho protegido por direitos autorais sem sua permissão, siga o processo descrito aqui https://pt.player.fm/legal.

In this episode, we dive deep into Performance and everything that goes along with it. We explore how productivity is often more about the quality of work rather than quantity and discuss best practices for communicating job performance expectations. We also touch on the importance of formal performance reviews, the value of 360 reviews, and the role of documented performance improvement plans in managing underperforming employees.

Takeaways:

  • Quality Over Quantity: A few highly skilled engineers can outperform a larger team due to their efficiency and innovative problem-solving skills.
  • Communicating Expectations: Regularly updating and communicating job performance expectations is crucial. It should be an ongoing conversation rather than a one-time discussion.
  • Performance Reviews: The effectiveness of performance reviews is not just in having them but in how they are conducted. Regular, honest, and constructive feedback helps in employee growth.
  • 360 Reviews: Gaining feedback from multiple sources within an organization offers a comprehensive view of an employee’s performance and fosters better internal relationships.
  • Documenting Performance Improvement Plans: Written plans ensure that expectations and feedback are clear and can protect against legal challenges. They also help employees understand areas of improvement and the steps needed to meet performance standards.

Quote of the Show:

  • “Your top performers are top performers because they're driven and a driven individual wants to hear feedback.” - Mary Simmons

Links:

Ways to Tune In:

  continue reading

117 episódios

Artwork
iconCompartilhar
 
Manage episode 434438478 series 3549986
Conteúdo fornecido por Asure. Todo o conteúdo do podcast, incluindo episódios, gráficos e descrições de podcast, é carregado e fornecido diretamente por Asure ou por seu parceiro de plataforma de podcast. Se você acredita que alguém está usando seu trabalho protegido por direitos autorais sem sua permissão, siga o processo descrito aqui https://pt.player.fm/legal.

In this episode, we dive deep into Performance and everything that goes along with it. We explore how productivity is often more about the quality of work rather than quantity and discuss best practices for communicating job performance expectations. We also touch on the importance of formal performance reviews, the value of 360 reviews, and the role of documented performance improvement plans in managing underperforming employees.

Takeaways:

  • Quality Over Quantity: A few highly skilled engineers can outperform a larger team due to their efficiency and innovative problem-solving skills.
  • Communicating Expectations: Regularly updating and communicating job performance expectations is crucial. It should be an ongoing conversation rather than a one-time discussion.
  • Performance Reviews: The effectiveness of performance reviews is not just in having them but in how they are conducted. Regular, honest, and constructive feedback helps in employee growth.
  • 360 Reviews: Gaining feedback from multiple sources within an organization offers a comprehensive view of an employee’s performance and fosters better internal relationships.
  • Documenting Performance Improvement Plans: Written plans ensure that expectations and feedback are clear and can protect against legal challenges. They also help employees understand areas of improvement and the steps needed to meet performance standards.

Quote of the Show:

  • “Your top performers are top performers because they're driven and a driven individual wants to hear feedback.” - Mary Simmons

Links:

Ways to Tune In:

  continue reading

117 episódios

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