{"id":2250,"date":"2014-03-11T21:40:08","date_gmt":"2014-03-12T04:40:08","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=2250"},"modified":"2014-03-11T21:43:34","modified_gmt":"2014-03-12T04:43:34","slug":"manage-employee-performance-conversation","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/manage-employee-performance-conversation\/","title":{"rendered":"Manage Employee Performance Through Conversation"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/manage-employee-performance-conversation\/attachment\/conversations-marnie\/\" rel=\"attachment wp-att-2252\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft  wp-image-2252\" alt=\"conversations.marnie\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/03\/conversations.marnie.jpg\" width=\"454\" height=\"366\" srcset=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/03\/conversations.marnie.jpg 720w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/03\/conversations.marnie-300x242.jpg 300w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/03\/conversations.marnie-480x387.jpg 480w\" sizes=\"(max-width: 454px) 100vw, 454px\" \/><\/a>The success of managers in government organizations is defined by their ability to achieve results and drive change.\u00a0 Results and change come about through conversation and it\u2019s not always easy to initiate the conversations that are required.\u00a0 In fact, many managers would prefer to avoid the tough conversations altogether. Still, managing the performance of employees in a public agency doesn\u2019t have to be difficult. The next time you see an issue that you believe needs to change, prepare for the conversation with the employee using these simple steps:<\/p>\n<p>1. <b>Define the behavior that is not productive.<\/b> How are the person\u2019s actions impacting the work or other team members? The more job-specific you can be, the more objective the issue will sound. \u201cYou are not pulling your weight,\u201d is not a specific behavior.\u00a0 Instead, start your conversation with something more behavioral like, \u201cI noticed that you closed five cases last week while the team average is eighteen cases per week.\u201d<\/p>\n<p>2. <b>Describe the behavior you expect.<\/b> What should the person be doing instead of what they are doing now? Focus on the behaviors and not on the employee\u2019s attitude. Be clear about what you want them to do instead of focusing on what you don\u2019t want them to do.<\/p>\n<p>3. <b>Focus on outcomes.<\/b> Ask yourself, \u201cWhat will happen if I talk with the employee about the behavior?\u201d or \u201cWhat will happen if I avoid having a conversation with the employee about the issue?\u201d These questions will usually remind you that the issue will not be resolved or the behavior will not change until you initiate the conversation.<\/p>\n<p>4. <b>Just do it.<\/b> Waiting for the \u201cright time\u201d to have what you believe could be a painful conversation only gives you an excuse to avoid the situation. Often, waiting to have the conversation only makes the situation worse. The sooner you initiate the conversation, the sooner the employee can improve their performance\u2014 and the sooner you can move on to more pleasant things.<\/p>\n<p>Sometimes just having the conversation is all that is needed to resolve workplace issues. Don\u2019t allow the human tendency to avoid conflict or \u201cbad news\u201d get in the way of doing what is most needed in public agencies today.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The success of managers in government organizations is defined by their ability to achieve results and drive change.\u00a0 Results and change come about through conversation and it\u2019s not always easy to initiate the conversations that are required.\u00a0 In fact, many managers would prefer to avoid the tough conversations altogether. Still, managing the performance of employees [&hellip;]<\/p>\n","protected":false},"author":59,"featured_media":2252,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[69],"tags":[605,70],"class_list":["post-2250","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-tips","tag-marnie-e-green","tag-performance-evaluation"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Manage Employee Performance Through Conversation - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/resources\/hr-tips\/manage-employee-performance-conversation\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Manage Employee Performance Through Conversation - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"The success of managers in government organizations is defined by their ability to achieve results and drive change.\u00a0 Results and change come about through conversation and it\u2019s not always easy to initiate the conversations that are required.\u00a0 In fact, many managers would prefer to avoid the tough conversations altogether. 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