Manage Performance
The term "manager" in this document is used generically to reference anyone managing performance, whether that be of a direct report or your own.
Whether you're managing others or yourself, you can effectively manage performance within three phases:
Align
First, align on expectations. The employee is assigned a job in the system, and those jobs have expectations that fit within a Career Matrix.
These expectations for the employee's job help the manager get clear with the employee about what the employee is being measured on.
The manager also sets an expectation with the employee of their intention for how often to check in.
Track
The manager and employee then both track what happens and how it relates to their performance, via a journal of connections. This ultimately creates evidence for the next conversation.
Assess
Now that expectations are set via alignment and evidence is gathered for how the employee met those expectations, it's time to assess performance.
The manager is able to review the journal and come up with an assessment.
