Planning Performance Counseling

Establish the goal: What are we trying to accomplish? What will constitute a successful exchange?

• Goals identify the over-reaching purpose to be accomplished. I recommend setting SMART goals -- goals that are S pecific, M easurable, A chievable, R ealistic, and T ime-bound.
• Objectives are the steps we take along the road toward accomplishing the goals. Objectives are the different areas that contribute to the realization of the overall goal.
• The People First® Leader will list action steps under each objective. In these steps the leader and the purpose partner will determine how successful completion of the objectives will be measured.

The best leaders let you know what they want more of, less of, and same of.

"Harry, I'm pleased with your improvement this month. You're on track to deliver eight cars. That's going to put you right smack on the median line for our shift. I want you to keep working hard on your telephone prospecting, and set a goal for ten deliveries next month. That kind of improvement would place you in the top third for our group." "John, your shift had eight per cent spoilage in October. That isn't a disaster, but you know we can't continue to run at that kind of waste. We've got to turn this around quickly. I'd like to see you get that number down to six per cent for November, and then down to five per cent for December. Let's meet tomorrow morning and break these numbers down further; perhaps we can isolate the problem." "Great job, Marie! You're processing 45 claims a day. If you maintain this rate, you'll have a great shot at winning the Employee of the Month award." (This claims manager has just told Marie what he wants to see the "same of.")

Everyone appreciates receiving this kind of specific feedback.

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