www.libbywagner.com | 206.906.9203 | ©2011. All Rights Reserved. Amazon’s Management Books category.

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Presentation transcript:

| | ©2011. All Rights Reserved. Amazon’s Management Books category

| | ©2011. All Rights Reserved. getting results getting work done through others making sure goals are met having on-going conversations about work, projects,tasks or programs

| | ©2011. All Rights Reserved. 1.Make sure everyone on your team is consistently performing to standard, or above! 2.Ensure a strong, vibrant workplace where people can contribute, learn & grow.

| | ©2011. All Rights Reserved.

1.Did you set clear, written performance expectations? 2.Did you give the person an opportunity to learn and develop in the job skills/tasks required and clearly stated? 3.Did you give the person feedback so they knew how to improve performance and how to change behaviors?

| | ©2011. All Rights Reserved. 1.DAY-TO-DAY 2.PERFORMANCE 3.CAREER DEVELOPMENT

| | ©2011. All Rights Reserved.

Description of the actual position, often used for recruiting, which states both minimum and desired qualifications and credentials. Lists general job duties and any special circumstances, etc.

| | ©2011. All Rights Reserved. Collection of applicable policies, procedures and information of a personnel nature: benefits, insurance, absenteeism, leave and vacation, etc. Or reference to where this information can be accessed.

| | ©2011. All Rights Reserved. List of your specific guidelines (10 items max) that outline specific guidelines or preference for working with you. For example, if an employee is going to be absent, do you prefer an , phone call or text? If something comes up that is an urgent client or customer issue, do you want to be notified regardless, or wait until you are back in the office?

| | ©2011. All Rights Reserved. Specific, clear description of performance results desired, including criteria for good ( or excellent) work. May reference other documents or written standards.

| | ©2011. All Rights Reserved. Agreement created by you and your team specifically identifying the best way you will conduct your work together. Focuses on behaviors and is meant to be the ideal with how you want your team (and they've agreed) to communicate and behave.

| | ©2011. All Rights Reserved. If appropriate, a copy or access to the most recent annual review, which identifies a summary report of overall performance, accomplishments, training and growth plans, and any improvements or corrections to be made in the coming months or year.

| | ©2011. All Rights Reserved.

1.A FEELING USING AN “I” MESSAGE 2.SPECIFICS ABOUT THE BEHAVIORS OR ACTIONS 3.THE RESULTS OF THEIR BEHAVIORS OR ACTIONS

| | ©2011. All Rights Reserved. Write a specific, positive feedback statement for at least 2 employees on your team. Remember to include the following elements: 1.a feeling using an “I” statement 2.specifics about the behaviors or actions 3.the results of their behaviors or actions Share two of your specific positive feedback statements with your partner. Offer feedback. Switch.

| | ©2011. All Rights Reserved.

The Influencing Option (book) Performance Conversations (workshop) Managing High Performing Groups and Teams (workshop) Special Reports libbywagner.com/articles/special- reports.php