Everyone comes into the new year with different energy.
Me: I CAN DO ANYTHING.
Also me: maybe I should chill out??
Employees are probably going through the same thing…
Some employees may look at the new year as a chance to set BIG professional goals like getting a new role, taking on more responsibilities, or getting that very coveted promotion.
At the end of the day, most employees want to be good at their jobs.
But like I said, there are a few things that can hold them back.
Like:
- Unclear expectations
- Unrealistic goals
- Lack of feedback.
If organizations can nail those 3 factors, they can clear the way for employees to be GREAT at their jobs which fuels employee AND company performance.
We love a win-win.
Let’s explore each of these factors.
#1: Clear expectations
Employees must know what is expected of them to perform well in their job.
But, despite that only 50% of employees report knowing what’s expected of them.
Ever wonder: what am I even doing here?
Spoiler alert: it might be an expectation setting problem.
This quarter i’ll dive into:
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- How to set expectations in the interview process
- How different levels set expectations differently
- What HR can do to set expectations properly
- What to do when your boss isn’t meeting your expectations.
Word of the quarter: expectations.
#2: Realistic goals
If clear expectations are your roadmap for how to perform well, then goals are the directions for how to get there.
But goal setting doesn’t come naturally to many folks.
Why?
Because we often focus on unattainable goals.
I can’t wait to dive into goals this quarter and cover:
- Expectations vs goals
- Goal philosophies (I know you have thoughts on OKRs)
- Tracking progress
- Adjusting goals (the dreaded convo by most managers)
All with the lens of: goals can supercharge your performance.
With all the power comes great responsibility!
#3: Regular feedback
^^ me to everyone I work with.
Ah, feedback. You either love feedback or you hate it.
JK, most people hate it.
Because, it’s usually poorly delivered or not relevant.
I cannot talk about performance without touching on feedback.
This quarter i’ll cover:
- How to deliver feedback to keep goals to track
- What to do when teams miss their goals
- How to pivot when performance isn’t going as plan
Optional reading about feedback:
When there’s a gap, there’s a way:
Some employees are coming into the new year ready to PERFORM.
HR can channel that energy and enable amazing performance across an organization by focusing on those 3 factors.
Next week, I’m going to dig into why there’s a gap between expectations and reality.
Spoiler alert: the gap could’ve started as early as the interview process…
BTW: Are you interested in what’s in store for HR in 2024? I interviewed 10 leaders about their wish for HR in 2024. That podcast episode drops this week.
Be sure to follow me on socials so you don’t miss out: Linkedin & Instagram.
