Statistics say people who make New Year resolutions fail 88% to 92% of
the time. It is disheartening to intellectually know our well
intentioned momentum for change will take most of us back to our old
habits.
Many times the Performance Development Plan (PDP) season, or annual performance appraisal, is a task that no one wants to do. Leaders find the documents and processes tedious; employees find them disengaging. At the end of the document, a sort of resolutions for the employee are captured for the new year.
And just like our personal resolutions, PDPs fail most of the time. Intentions are good, but usually the goals are too overreaching and rarely connect to an employee's every day reality.
But there is hope. I have kept two resolutions, and what worked for me will work in the workplace too. First, they were minor changes, but they made a healthy impact on my life. Secondly, I had to concentrate on them everyday.
So pick something small, and something the employee can apply often. For example, an employee needs to develop leadership skills (a classic). Start with having her lead meetings. Give the employee constructive feedback, and after mastering meeting management, move on to a more complex skill like coaching.
Small and consistent action change who we are. When the document asks, "How will the employee gain this skill?" Think through the next question too, "What can the employee do almost everyday to help him gain this needed skill?"
Make the Performance Development Plan the effective and engaging process it can be. It is a blueprint to success.
Many times the Performance Development Plan (PDP) season, or annual performance appraisal, is a task that no one wants to do. Leaders find the documents and processes tedious; employees find them disengaging. At the end of the document, a sort of resolutions for the employee are captured for the new year.
And just like our personal resolutions, PDPs fail most of the time. Intentions are good, but usually the goals are too overreaching and rarely connect to an employee's every day reality.
But there is hope. I have kept two resolutions, and what worked for me will work in the workplace too. First, they were minor changes, but they made a healthy impact on my life. Secondly, I had to concentrate on them everyday.
So pick something small, and something the employee can apply often. For example, an employee needs to develop leadership skills (a classic). Start with having her lead meetings. Give the employee constructive feedback, and after mastering meeting management, move on to a more complex skill like coaching.
Small and consistent action change who we are. When the document asks, "How will the employee gain this skill?" Think through the next question too, "What can the employee do almost everyday to help him gain this needed skill?"
Make the Performance Development Plan the effective and engaging process it can be. It is a blueprint to success.
Thanks, Justin. Glad it helped.
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