Manageable Solves Top Gallup Problems

The Gallup organization recently posted on LinkedIn saying “just 2% of CHROs from Fortune 500 companies surveyed strongly agree that their performance management system inspires their employees to improve.” So Gallup conducted a national survey of over 18,000 U.S. employees and identified three opportunities to improve performance management systems.

1. Clarify expectations
2. Inspire progress on goals
3. Improve performance evaluations

Read the full story here: https://lnkd.in/eHwvW4Rw

It just so happens that we already have these solutions!

1. We help managers Define expectations. Whether it’s the day-to-day tasks listed on a role description or the unique requirements for a specific project or assignment, we help managers define and calibrate expectations with team members to clearly understand the criteria to Meet or Exceed expectations.
2. We help managers conduct effective 1:1 Coaching sessions. Both the manager and team member assess how well the team member is using their own judgement and discretion in completing assigned tasks or projects. Meeting, Exceeding or Not Meeting expectations – and why. Since the manager is ultimately accountable for the results of the team member, he/she has a sincerely vested interest in providing value-adding coaching. If the manager is, indeed, one developmental step ahead of the team member, providing assistance and inspiration is not a problem.
3. We help managers and team members Recognize all of the contributions made by the team members. They review regular role description tasks as well as special projects or assignments. They also judge how well the team member met company values or behaviors. They don’t use rating scales: both parties judge how well the team member Met, Exceeded, or Did Not Meet original expectations. Because both parties clarified expectations early on, then reviewed contributions a few times during 1:1 coaching sessions, there should be No Surprises at review time. MANAGEABLE provides the review all parties have been seeking! And HR and senior managerial leaders have actionable data regarding team members who need help or who may need more challenges.

Define expectations. Coach to win. Recognize team member contributions.

The main thing is to ensure the main thing remains the main thing.

Let’s help team members with their main thing: Meeting or Exceeding expectations.