In a session with a group of leaders last week, one leader told me that her biggest leadership challenge right now was finding the energy to have a difficult performance conversation. It was her biggest challenge because the conversation she needed to have involves a team member that is going through a tough personal time. This leader know that she needs to address the performance issue, but she doesn’t want to be an additional burden for this person right now.
So, she asked me what she should do. Here’s what I told her.
As a leader, one of your most important responsibilities is to support and empower your team. This not only helps individuals thrive, but also drives the overall success of your organization. You can manage performance and be supportive. Below I share some practices that you can use in managing performance and being supportive. The key is to adopt these practices consistently, not on an as needs basis, contrary to popular practice… which is why so many of us avoid performance conversations.
Fostering a Supportive Environment
Creating a supportive work environment is crucial for employee engagement, productivity, and well-being. Here are some key ways to cultivate a culture of support:
1. Communicate Openly: Encourage open and transparent communication. Make yourself available to your team, listen actively, and create opportunities for feedback and discussion.
2. Provide Constructive Feedback: Offer regular, constructive feedback that focuses on areas for growth and development. Avoid criticism and instead, provide guidance and encouragement.
3. Recognize Achievements: Celebrate your team’s successes, both big and small. Acknowledge their hard work and contributions and make them feel valued.
4. Foster Collaboration: Promote a collaborative work culture where team members support and learn from one another. Encourage cross-functional projects and knowledge-sharing.
5. Invest in Development: Provide opportunities for your team to learn and grow, such as training programs, mentorship, or job shadowing. Show your commitment to their professional development.
Effective Performance Management
Effective performance management is essential for helping your team members reach their full potential. Here are some strategies to consider:
1. Set Clear Expectations: Clearly define roles, responsibilities, and performance goals for each team member. Ensure they understand what is expected of them.
2. Conduct Regular Check-ins: Schedule regular one-on-one meetings to discuss progress, provide feedback, and address any challenges or concerns.
3. Offer Coaching and Guidance: Provide coaching and guidance to help your team members improve their skills and overcome obstacles. Offer support and resources as needed.
4. Align Goals with Organizational Objectives: Ensure that individual and team goals are aligned with the overall strategic objectives of the organization. This helps everyone understand how their work contributes to the bigger picture.
5. Celebrate Successes and Address Underperformance: Recognize and celebrate your team’s achievements, but also address any instances of underperformance in a constructive manner.
By implementing these strategies, you can create a supportive and empowering work environment that enables your team to thrive and achieve their full potential. Remember, your role as a leader is to inspire, guide, and empower your team. From time to time this will include stepping into discomfort and having that conversation. Because only when you do can performance be addressed.
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