How to track performance in a positive way

by | Nov 27, 2024

Tracking team performance in a positive way: yes, but how?
As a leader, you’re overwhelmed. You manage performance, as well as the well-being of your team, then strategy, then operations, then objectives, etc.
You probably wish that tracking team performance was easier? This series of 3 video articles will help you.

The 3 key principles of this series:
– Motivated coaching
– Alignment puts into action
– Clarity creates trust

In this first part:

• Create a positive framework that combines performance and well-being;
• Get a tool that will make it easier to track your team’s performance;
• Have concrete examples to improve how you monitor your team.

 

Here are two beliefs I hear frequently:

“I don’t need a person to ‘follow’ me. So why should I have to run after others to find out how they’re doing? Isn’t that a bit of micromanagement? »

Or:

“I’m not comfortable following people… they have had enough as it is. Then, I’m afraid that they will find that too much is asked of them and that they will leave. In addition, the job market is not easy so I prefer not to say anything for the moment. »

So, which belief is best?

The belief that best serves the achievement of your goals and that responds in a relevant way to your context.

  • Do you know your team’s needs?
  • What level of seniority do they have?
  • What is the right leadership style to use with your team?
  • Are you in an emergency situation?

Here’s how to adjust tracking in a way that makes the most sense to you, with a principle to apply and a template to use.

How can we have a positive framework that combines performance and well-being?

First, it’s a fact: The lack of interaction with someone creates a brake on performance adjustment.

Typically, you don’t want every time you talk to someone to tell them something they need to improve!
It can be awkward! At the same time, we must act and discuss whether there is a need for readjustment.

Principle to be applied to monitor performance

But before I see the model, I have a question: Do you remember the hamburger-like feedback technique??

The hamburger technique, a controversial technique

First, this technique consists of giving a positive feedback, a negative one and a last positive one.

I often have debates about the use of this technique. To me, this technique is confusing and does not achieve the desired goal. In other words, it does not provide clarity to readjust performance in a positive way.

Like what:

Listen Geneviève, your work is great. You could improve your delivery time. You know the last time? But in any case, keep going, the customers are happy.

Whew. The manager is satisfied with the performance or not there…??

If this shocks you a little, it is not the intention. And at the same time, if you do, it’s because:

  1. you are human;
  2. You lack the tools to better manage performance in a positive way.

The principle to be applied:

Increase the frequency and diversity of your interactions in order to monitor performance, individually.

Here’s how:
This table presents a frequency and topics in order to have a diversity of interactions, while remaining relevant. Adapt everything to your reality. Table that presents communication frequencies and topics in order to increase interactions to track performance individually.

Finally, apply this above all: Progression and not Perfection!

This week do something different in order to track performance in a positive way.

Here are three examples of what you could do to increase the frequency and diversity of your interactions with your team members:

  1. First, talk to at least one person on your team per day.
  2. Second, if you don’t have one-on-one meetings with your team members (weekly or bi-weekly), make it part of your schedule.
  3. Third, follow up at least 2-3 times a year on objectives, indicators, relevance.

Management can be learned.

TO GO FURTHER: determine what you are doing well, and what you are missing in order to have a high-performing team and develop your courage to say to achieve your goals more easily.

Conclusion

To conclude, what is the rarest on the market is a high-performance team! And a high-performance team is maintained through well-being, connection, support, and tangible follow-up on objectives.

Therefore, get closer to your team members.

If you need professional and effective coaching to improve the monitoring of team performance in a positive way, individual coaching can help you.

Let me in the comments what action you are going to take this week.