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Performance Conversations
Book

Performance Conversations

How to Use Questions to Coach Employees, Improve Productivity, and Boost Confidence (Without Appraisals!)

SHRM, 2020 подробнее...


Editorial Rating

8

Qualities

  • Applicable
  • Concrete Examples
  • For Beginners

Recommendation

The traditional performance review has few remaining adherents. According to longtime chief human resources officer Christopher D. Lee, organizations should replace such reviews with regular, one-to-one feedback sessions between frontline managers and their reports. Lee explains why these conversations are critical to employee engagement, retention and company performance. Moreover, he writes, managers must learn to act as coaches rather than bosses, which means asking the right questions to learn what’s working, what’s not and how to help employees grow.

Take-Aways

  • Managers should have six-to-twelve, 30-minute performance conversations with employees every year. 
  • Ask the right questions – genuinely, gently and positively – to have breakthrough conversations.
  • Be a coach, not a boss.

About the Author

William & Mary University’s chief human resources officer Dr. Christopher D. Lee has spent the better part of the past three decades as a Chief Human Resources Officer. He also teaches HR at the University of Richmond.


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    D. W. 2 years ago
    So many managers could find this information helpful...."managers must learn to act as coaches rather than bosses"
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    T. H. 2 years ago
    I love the simplicity of the questions that then lead to great conversation
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    s. a. 3 years ago
    It's very useful for all managers.