Why is it so difficult to have timely, candid yet respectful discussions?
How do you improve performance management culture? Why is it so difficult to have timely, candid yet respectful discussions?
-?????????Being clear is kind, being unclear is unkind (Brene Brown)
In several companies it is soon time for achievement review and target setting discussions for the coming year. In W?rtsil? as part of our strategic people priorities, we have decided to work on our Performance management culture on many fronts. Please find enclosed some thoughts on performance culture. What does good look like when having a stellar performance management culture?
Most of us have good intentions: we want to be nice to each other. This is a good thrive, but sometimes it can lead to situations where we do not say what we really mean or even avoid difficult conversations.
We might not explain clearly what we want the other person to do, but still expect them to understand and perform. When people don’t do what we expect them to do, we might get frustrated, talk about them to others instead of talking to them, and clarifying what we really expect and would like the other person to do.
Not addressing an issue when it occurs might appear nice on the surface, but it is not kind, and typically results in bigger problems in the long run. It can also lead to a situation where some of the other team members need to stretch or stress out too much, when someone is not performing. It might feel unfair, if you are the one having to do the extra work all the time.
“We all deserve to have clarity on what is expected in our job role, what good performance looks like and to get instant feedback on when things are not going in the right direction.”
If we think about W?rtsil?’s values – Customer success, Passion, and Performance – and live according to them, we need to be ready to engage in those difficult conversations. Daring is caring!
In the W?rtsil? Leadership Model, we state our underlying beliefs, which are the following:
领英推荐
·??????Everyone wants to do a good job
·??????We all want to and can develop ourselves
·??????We want to build trust with each other
·??????Leaders set the direction and remove obstacles
Taking these words as our guiding principle helps to set the tone right even in the most difficult conversation. It means that we are coming from a good place and want to help.
In having these difficult discussions in the right way, we are giving people the opportunity and tools to grow and develop. When we are clear on what is expected and create a safe environment for open and honest dialogue where we embrace our Leadership Model beliefs, we begin to unlock people's full potential.?We need to ensure we are investing the time to develop people. All the stakeholders have a role to play and need to be ready to build trust and develop together. We all want and can develop.
The coming Achievement Review discussions are a perfect opportunity for us all to engage in honest dialogue on performance and give feedback – both positive and constructive – to each other. We can only develop from a place of reality. We need to be honest with each other to be able to deliver on our exciting purpose and ambitious strategic priorities. If we do this, nothing can stop us from being successful in executing The W?rtsil? Way.
What thoughts does this trigger? How are things in other companies? Why is it so difficult to have timely, candid yet respectful discussions?
Head of Business Development and Customer Team (Development Manager), Experienced Sourcing Professional
1 年The more people discuss, the easier it gets. Regular discussions require time and commitment to such one-on-one meetings. Long-term habits develop a culture. The direction of W?rtsil? sounds very good!
HR Advisor, HR Sen. Consultant
1 年Moi Teija, I fully agree with you and want to extend your thoughts, I would extend your leadership principles on to all emploees ( not the leaders set...) part. When this is in your ees, all of your performance mgmt. culture would be much easier to be successfully implemented.
Leadership | People & Culture | Diversity, Equity & Inclusion | Digital Sales, Marketing & Customer Experience | Change Management | ESG | Communication | Business Development
2 年Excellent article, thanks Teija for sharing your thoughts. I couldn't agree with you more. Clarity, psychological safety & true willingness to help are indeed key elements here to help people succeed in their roles. To have those conversations, one needs courage & caring.
Senior Parts Coordinator SLS at W?rtsil?
2 年This is very true- ?????Being clear is kind, being unclear is unkind . People would improve if they clearly know the direction to go to, the future they could expect.This also will reduce the unnessary turnover for the staff??
Global Head of Talent Attraction and Early Careers at UBS
2 年This is timely, as many companies are doing year end reviews. What’s easily forgotten, is that being transparent is actually much better than going around the topic. As you say, it’s kinder to address things and give candid feedback that helps the individual improve. ????