How can you communicate performance expectations effectively during training?

In addition to SMART goals, a transparent review mechanism using CFR is quite effective. Communication - Feedback - Recognition. Communication should be periodic intervals like weekly, monthly & quarterly instead of year end reviews only. Feedback helps both parties improve, appreciate what's achieved, do course corrections timely. Often we forget to recognise our teams for the small wins and stay focused on the bigger goal only. As basic as facilitating and encouraging people, peers or leaders, to shout-out for anyone who they found of value, be it a task or project, will go miles. Ever imagined why Like buttons became such a hit and people just love when they are liked? Everyone loves little appreciation, and it does wonders to results.

SMART goals ??… are so 1980! I don’t believe in SMART goals… at all! Yes, it is a fair start but it does not resonate with the mind and GenZ in particular. You and I, are not motivated by cold corporate goals. We need a “kick!”, i.e. “what is in it for ME”… the carrot ??, not the stick ?? 1. Apply Google 50/50 rule which encourages you to fail: The concept of 50/50 goals is that 50% of a goal’s success is based on achieving the quantifiable outcome and 50% is based on identifying a lesson or skill that you can apply to your business to improve results in the long run. 2. Create the dream and the vision - this is what the future looks like and how good it could look. Manifest! 3. Make it fun! You are a team. Go, fight, win! Together!

Consider incorporating innovative communication methods during the training period, such as interactive workshops, video presentations, or gamified assessments. Utilize collaborative platforms for real-time feedback and encourage team members to share their insights. Leverage technology for virtual simulations or role-playing scenarios to enhance understanding of performance expectations. Regularly scheduled virtual meetings or forums can provide a space for open discussions and clarify any uncertainties.

While setting the performance expectations explain to the team how their performance is going to contribute to the overall profitability of the organisation and how each small effort can have big impact on the positive growth of the organisation. It’s a continuous process and should continue throughout the year through trainings, formal meetings, informal chats etc. I prefer to discuss such topics during informal discussions when team is open to discuss anything from their heart, give their perspective and accept challenges which are unachievable.

Few ways where we can be transparent: 1) Be clear and direct in your verbal as well as written communication. Documenting clear expectations in the beginning is very crucial 2) Address any miscommunication as soon as it is identified 3) Hold your team members accountable for their work and actions 4) Set rewards in place for motivation (financial / non-financial as per your organization needs).

I find it useful to provide feedback with examples, so that the team member can understand better and reflect on the feedback. Preparation before the performance feedback session with team member is important.

O feedback tem que ser específico, tem que ter elementos que permitam que a pessoa entenda o contexto, o que era esperado, o que fez bem e o que precisa ser melhorado. Tem que ser construtivo e direcionador. Em casos de evolu??o precisam ser sinceros, claros e construtivos e principalmente tratados com exclusividade entre gestor e funcionário, nunca expondo ou denegrindo o mesmo. Em casos positivos um elogios públicos aumentam a autoestima e confian?a mas a explicitar ao funcionário o que fez bem e exaltando os pontos fortes daquela atua??o s?o muito bem vindos!

O Feedback do treinamento é fundamental para solidificar o conhecimento apresentado. Entretanto, para além do momento específico, o Feedback se torna fundamental no período subsequente. Para que o conhecimento n?o seja perdido ou n?o-priorizado, sess?es de refor?o contribuem de forma relevante para cria??o do hábito e da cultura.

While most things covered, another effective way is to coach. This is done in such a way that the employees own the set objectives and solicit required resources in terms of skill / knowledge and also required on the job support to deliver desired outcome. This I have learnt in a work shop conducted by an Ex Indian Engineering services gentleman acting as HR chief in my earlier organisation.

This is fairly simple, but a lot of people are just afraid to actually do it. Show them what the company goals are… Show them what the regional and Store goals are and tell them that this is what they will be held accountable for maintaining. Then show themthe accountability process but more importantly, the coaching and development process that needs to come before the accountability portion. You cannot hold somebody accountable if you are not giving them proper coaching and development every time you work with them.

On occasion, an employee may have a biased/skewed perception of what matters in their job. They are well intentioned and work hard - just not on what matters. This can lead to frustrations both for the manager (who doesn’t get things done) and the employee (who doesn’t get recognition for their hard work). Because they articulate the dimensions they will be evaluated against, rubrics are useful to help staff align with the actual expectations for the role they’re in. It may be a difficult conversation (because the employee may resist accepting that they’re not evaluated on what they think matters the most) but is essential to give them a chance to do the right thing.

Puede ser útil estructurar el entrenamiento en temporalidad: 1. El hoy, es decir, en dónde estamos y como la descripción del puesto del colaborador en entrenamiento hace sentido con la operación. 2. El futuro, entregando información a través de objetivos SMART de cómo se vería una gestión exitosa a un a?o vista.

Feedback based on Rubric: Your response demonstrates a solid understanding of SMART goals and provides clear explanations of each component. The organization of your response is clear and easy to follow. While your engagement with the reader is good, adding examples or anecdotes could enhance this aspect further. Your language and style are appropriate, but incorporating more varied sentence structures or dynamic language could improve engagement. Overall, your response aligns mostly with the "Good" to "Excellent" categories across the rubric criteria. With some enhancements in engagement and language variety, your response could be even stronger.

So rubrics are just a performance assesment? Just call it a assesment. No one who is undergoing training needs the additional stress of not knowing what they are being assessed against.

Entendo que aqui, assim como na defini??o clara das metas, s?o expostas as formas como o funcionário será avaliado e o que é esperado que ele demonstre de habilidades. S?o os combinados. Eliminar a subjetividade é essencial para estreitar as rela??es e avaliar de forma sincera e genuína a evolu??o de um profissional!

To improve performance management, work with your team to establish mutual expectations and clearly defined responsibilities, fostering an environment where team members confidently own their own goals and seek support proactively. Building your team’s ability to “manage up” with you for their own performance management. This trust-based approach diminishes micromanagement, driving employee empowerment & ownership, and will improve overall team performance.

In my experience as a trainer when we involve learner/employees in training and take them along with the trainer mindset it is much more impactful. Use of day to day life examples to make the concept easy is also an important aspect of training. Respecting the queries build the confidence. Regards

This is the right way to involved your team by group discussion and take the input from your team by engaging. Also engaging with practical method and by gaming or activities. It's very much important that in training participation should be self nomination basis to involved much more.

O feij?o tropeiro além de outros ingredientes é feito com ovo e bacon. A galinha está envolvida, o porco está comprometido. Mais do que envolver os funcionários, precisamos comprometer os funcionários e para isso volto no comentário sobre a meta ser SMARTER. O verdadeiro comprometimento só acontece quando cada um percebe o seu papel e como a sua entrega faz a diferen?a para que o todo aconte?a.

Training provides employees with a greater understanding of organizational processes, procedures, and goals, enabling them with the knowledge and skills they need to be effective in their roles

Reiterate the Objectives: Start by restating the objectives of the training program. Ensure everyone is on the same page regarding what the training aims to achieve. Summarize Key Points: Recap the key points covered during the training session or sessions. Highlight the most important concepts, skills, or behaviors that participants are expected to demonstrate.

Incorporate the job description into the objectives of training. Too often, the job description is simply a document that gets signed during the onboarding process. A thorough review of it, during the interview and upon hire, helps employees focus on the specific requirements of their position.

Reviews are important. Employees always look forward to speaking to their mentors be it the formal way or the informal way and the mentors should never miss out an opportunity to discuss the progress, at every stage of the training. Failures need to be articulated in a constructive way so that the employees learn and adopt better approaches and methods during the training and that can happen only when the review process is periodic.

Regularly reviewing performance expectations during training is key to keeping employees aligned and engaged. By consistently reminding them of the training's purpose, goals, and criteria, as well as their progress and achievements, employees can maintain focus and motivation. It's crucial to review expectations at strategic points: the beginning, middle, and end of the program, and surrounding each session or activity. This practice not only helps employees track their performance and recognize achievements but also allows them to identify and address gaps or challenges promptly. Such an approach ensures continuous alignment and fosters a culture of growth and accountability.

SMART KRA-KPI helps to review the rating method according to the weightage & action plan for the said line items. So that particular KRA-KPI expectations will allow to enrich the method of performance management system.

Whenever I train someone I always say to them, please come back and ask me as many questions as you need to, there is never a wrong question. I don’t want them to feel like they cannot approach and ask. I rather someone ask 50 questions and be up and running confidently instead of sitting at their desk, wasting time feeling they cannot approach because they have asked the same question five times already. It’s called having patience and wanting a great outcome for not only myself but that person I’ve trained and for them to feel confident to do their new task going forward.

In every industry I have worked with, effective communication is crucial. Whether it’s in the boardroom or on the frontline, authenticity is key. Let’s strive to be genuine in our interactions, showing empathy and understanding. Make it simple for everyone to connect and engage. Listen actively, adapt to the needs of your team, and always be there to support each other. Fostering a community where everyone feels valued, empowered, and inspired to make a difference.

Being there for your employees involves fostering open communication and being attentive to their well-being. Proactively check in with them, showing genuine interest in their work and personal life. Create a supportive environment where they feel comfortable discussing challenges. Implement regular one-on-one meetings to address concerns and provide assistance. Encourage a healthy work-life balance and offer resources like employee assistance programs. Recognize signs of stress or burnout early, demonstrating empathy and offering assistance before issues escalate.

There are many good points offered here, but I think you need to consider the trainee, their learning style, and how they best receive training. Some need black and white objectives written for them, some need to know the why of what you're teaching, and some need to simply observe the process/outcome and the inter-related tasks to understand. The point is to know your teammate and to adapt where you can to achieve the desired outcomes.

Every Organization, Institution or Offices whether they are small or big; requires communicating support. Team might make mistakes, they learn through communication from the experts and experience members to build their confidence, it will lead to their performance in every small challenges.

Let the goals set by trainees, might looks wired. But the Skill of a trainer lies in communicating the expectations and potential of the products and services and thus the confidence build within the team. While the goals were set by trainees, the expected results will be better than what trainer impose.

Overall, the best thing that you can do (imo) is be very clear and transparent about what your expectations are. There is no need for complicated language- lay it out very simply and always explain WHY! "We are pushing to get you to a 93% CSAT score because this will help our overall average and also ensure our customers are getting the best experience possible." You can't go wrong with having an upfront conversation with someone in normal, everyday language. Don't overthink it!

Honesty. For new hires, having a leader provide their expectations of the job. If a call center, these will be your customer facing employees. Be very honest about the fact they will be on the phone constantly, they are expected to be professional and knowledgeable, what the measurements goals are, especially customer satisfaction, what success and failure looks like. Although sometimes harsh, it is better to be upfront and not spend the resources on a trainee that doesn't understand what the job is and could impact your company's most important resource, your customer.

Use examples and demonstrations to illustrate what good performance looks like. Show trainees the desired behaviors or outcomes so they have a visual reference to guide them. This can help clarify any uncertainties and set a clear standard to strive towards.

With Kindness ↘? . Lead with your heart. Come from a place of care. Ask curios questions. Listen. #peoplemakethedifference