Let’s Talk about You: Motivating Employee Performance * Incedo Group

Let’s Talk about You: Motivating Employee Performance

Perhaps one of the most difficult tasks any leader has is discussing performance with their employees. Whether we are trying to improve employee performance or have to have one of those “you aren’t doing your job well” discussions, they are uncomfortable. Part of the reason they are awkward is we don’t know how to have these conversations, and part of it is because we suspect or believe they will be confrontational.

And here’s what occurs. We believe they will be confrontational or at best unpleasant and thus how we approach them is through that lens. Then we add in that we don’t know how to have these conversations, because we don’t have or know how to use great communication skills, and what happens? It snowballs into a messy, unpleasant experience we want to avoid, and often do.

Now, what if we shifted our perspective from the conversation is going to be confrontational or they are going to get defensive to it’s all about them? Consider this. What if your approach was about how to help them get where they wanted in their career or be more satisfied at work or have opportunities that are currently closed to them or…whatever it is they want for themselves personally and professionally? If the focus was not on what they were doing wrong but on what they could do to move forward, would that change how you went into this conversation?

For example: One of your employees is not performing their job well. What if your conversation went something like, “Carol, I sense that you are struggling with some parts of your job. I think I know you well enough to know you really want to do a great job and be well thought of by your peers and management. Am I correct? So let’s discuss the areas where you are struggling and together create a plan for how you can develop the skills you need.”

If this is about motivating an employee, the conversation could go, “Scott, we’ve had some conversations about your long-term career objectives. Let’s review them again and see if anything has changed.” (At this point, you listen and review.) “Here’s what I believe, Scott. You can stay in the role you are now with the skills you have, and if you want to (insert whatever they said they wanted next), you will need to build skills in the areas of (insert whatever). Let’s discuss a plan for how you can develop those skills so you can reach the (insert their goal).”

Motivating employee performance is part skill, part the beliefs you hold, and a whole lot of “let’s talk about you.”

What’s your biggest challenge with performance discussions?

Performance discussions don’t have to be a conversation you avoid.