Benefits

Progress Meetings have endless benefits. First, managers get to acknowledge what is working and what is not working given the employees Performance Agreement. The truth will set you free; it may cause upset but dealing with the situation whatever it is usually is the most powerful outcome.   Secondly if there are updates and changes that need to be made to the employees goals and accountabilities, it is easy to do right in the meeting especially utilizing the KeyneLink software. Business conditions are always changing; KeyneLink makes it easy to make changes in real time.   Finally, the meeting allows participants to understand each other’s perspectives. If the manager and employee have differing views, the Performance Meeting allows them to communicate and hopefully align. If not, then the manager and employee at least understand each other and are in communication.    For a great Progress Meeting, one does need to be a bit proactive. The following are some tips to ensure a quality outcome:   Treat the Progress Meeting seriously and believe it will make a difference. Remember that the meeting is about coaching and development and it is not an appraisal meeting. Treat the Progress Meeting as if you are an athlete meeting with their coach: the game is active and the outcome is uncertain. The conversation that you are having matters. To ensure that everyone hates the Progress meetings do the following: Believe that the meeting is not going to make a difference and that you have better things to do with your time. Treat the Progress meeting like an appraisal meeting with the employee sitting there...

Clarification

If you are still confused, the following is an analogy for a Progress Meeting. Progress Meetings are similar to a coach’s meeting with his/her athlete during practice. In my younger years, I competed in riding competitions. These events are timed and each round gets more difficult so getting through the course quickly and with the fewest mistakes is critical. This was serious business… my coach and I would meet prior to the event to create a plan based on the type of obstacles and the horse I was riding. After each round we would meet again to assess my status, the horse’s status and the course. We would revise our plan based on the current situation to improve our time and win the event. I was committed to winning by executing the plan that the coach and I had designed. The coach was committed to winning despite not riding the horse. He was watching and had a different perspective. He also had a lot of knowledge and experience. I never did figure out what the horse was up to. In this sense, these meetings were like a Progress Meeting; the employee is committed to making progress and executing on their goals. The manager has aligned with the goals and accountabilities of the employee and certainly has a perspective of what is getting accomplished. The meetings with my coach, which the horse attended sometimes, were an opportunity to share perspectives and assess with real data where we were given our goal of winning. This is just like the conversation that takes place between managers and employees during Progress Meetings using...

Progress Meetings Defined

The Progress Meeting is not an-after-the-fact appraisal meeting. No one is being judged or appraised. It is a proactive coaching meeting designed to produce feedback, conversation, next steps, and alignment. It is designed to give power and support, not to give judgment and assessment. As a precursor to Progress Meetings, employees and managers work together to build a Performance Agreement based on the employees accountabilities and goals of the employee. Progress Meetings are 30 minute meetings every month to discuss the progress being made towards demonstrating the company values, fulfilling job accountabilities, and achievement of goals. For Progress Meetings, typically I wear my Sundays finest – kidding – usually I am in just shorts and sandals – kidding again. Dress how you typically dress. Certainly face-to-face meetings are the best. I like meeting at a coffee shop or restaurant; however, the phone and screen sharing/web conferencing work. The rest of the Progress Meeting is a gap analysis between the manager’s and employee’s perceptions of the employee’s job accountabilities, demonstration of the corporate values, and the status of his/her goals. During the meeting, the employee and manager trade views. The meeting is about listening and reflecting. I have participated in this process as both employee and manager and, in my opinion, listening to the view and scores of the other is the best part. The meeting also lays out a great process from which to hold conversations about performance. Learn more about progress meetings...