How do you deal with performance gaps or misalignment?

1 Why is performance alignment important?

Performance alignment is important for both the employee and the organization. For the employee, it can help them understand their strengths and areas for improvement, as well as their career aspirations and development opportunities. For the organization, it can help ensure that the employee is contributing to the strategic objectives and values, as well as fostering a culture of accountability and excellence. Performance alignment can also enhance employee engagement, motivation, and retention, as well as reduce turnover and conflict.

2 How to prepare for a performance alignment review?

Before conducting a performance alignment review, it is important to prepare yourself and the employee for the conversation. This includes reviewing the employee's job description, goals, and performance indicators, and comparing them with their actual performance and outcomes. Additionally, it is beneficial to gather feedback from other sources, such as peers, customers, or managers, to get a broader perspective on the employee's performance and behavior. Furthermore, it is important to plan the agenda and structure of the review, and set a clear and realistic objective. Lastly, choose a suitable time and place for the review, and inform the employee in advance. Give them enough time to prepare and reflect on their own performance, and ask them to bring any relevant documents or evidence.

3 How to conduct a performance alignment review?

During the performance alignment review, it is important to follow some best practices to ensure a productive and respectful conversation. Begin with a positive and supportive tone, expressing appreciation and recognition for the employee's work and contribution. Utilize open-ended questions and active listening skills to understand the employee's perspective and feelings. Share your observations and feedback on the employee's performance and behavior, providing specific and concrete examples. Discuss the performance gaps or misalignment, and explain how they affect the employee's role and the organization's goals and values. Aim to use a collaborative and problem-solving approach, asking the employee for their input and suggestions on how to address the gaps or misalignment. Agree on an action plan and follow-up steps, and document them clearly and concisely. The action plan should include SMART goals, as well as the resources and support needed to achieve them. The follow-up steps should include the frequency and method of communication and feedback, as well as the criteria and indicators of progress and success.

4 How to provide constructive feedback?

Providing constructive feedback is a key skill for conducting a performance alignment review. Constructive feedback should be honest, respectful, and helpful, and should focus on improving the employee's performance and behavior, not judging or punishing them. To ensure the feedback is balanced and reduce the employee's defensiveness or resistance, use the sandwich method, which starts and ends with positive feedback and sandwiches the negative feedback in between. The STAR method can help provide a clear and objective feedback, illustrating the impact and consequences of the employee's actions. The COIN method can provide a structured and actionable feedback, encouraging the employee to take responsibility and ownership of their performance and behavior.

5 How to follow up on a performance alignment review?

Following up on a performance alignment review is essential to ensure that the employee is implementing the action plan and achieving the desired results. It can also help maintain the relationship and trust between you and the employee, as well as provide ongoing support and feedback. To do this, you should schedule regular check-ins and meetings with the employee, and use them to monitor and review the employee's progress and performance. Provide positive and constructive feedback, and celebrate the employee's achievements and improvements. Additionally, you should adjust the action plan and goals as needed, based on the employee's feedback and changing circumstances. Recognize and reward the employee's efforts and outcomes, and link them to the organization's goals and values. Make sure to provide recognition and reward in a timely and meaningful way, and use them to motivate and inspire the employee.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?