Cognology
  • Products
    • 360 Degree Feedback
    • Competency Management
    • Compliance Training
    • Course Builder
    • Learning Management
    • Onboarding & Inductions
    • Performance Management
    • Profiles
    • Skills Management
    • Talent Management
  • Resources
    • Agile Performance Management
      • Balanced goals
      • How does performance management work?
      • How to write SMART goals and objectives
      • The Ultimate Guide To Agile Performance Management
      • What Remote Working Means for Performance Management, Plus 7 Other PM Trends
    • 360 Degree Feedback
      • What is 360 degree feedback?
      • How to run a 360 degree feedback process
      • 3 Easy Tips For Your 360 Feedback Questionnaire
    • Induction and Onboarding
      • Employee Onboarding Resources
      • Easy guide to a great Onboarding Process
      • Get the Onboarding Business Case Whitepaper
      • How To Switch From Face To Face New Hire Inductions To Online
      • Selecting an Onboarding System
      • Sample Orientation and Onboarding Program
      • Forms You Will Need For A New Employee In Australia
      • What Is Information Onboarding
    • Competencies & Skills
      • The Ultimate Guide To Competencies
      • What is a competency?
      • 7 reasons you should be using competencies
      • What is competency based assessment?
      • Competency Assessment Methods
      • Competency Assessment Template Form
      • Easy Guide to Competency Based Assessment Tools
      • Competency Management
      • What is skills audit?
      • How To Conduct a Skills Audit and Identify Skill Gaps
    • More about Performance Management
      • What is Performance Appraisal?
      • Performance Appraisal Template With Tips
      • What is performance management?
      • Social Performance Management Explained
      • What is talent management
    • Samples
      • SMART Goal Examples
      • Sample Goals and Objectives
      • Sample competencies
      • Sample competency review comments
      • Sample goal review comments
      • Sample development activities
      • Sample one-on-one check-in conversation notes
      • Sensitive items to avoid in feedback/comments
    • Learning & Coaching
      • A leaders guide to coaching
      • Coaching conversations
      • How to give feedback like a pro
      • How to conduct one on one meetings with team members
      • Seriously Good Learning and Development
    • More
      • Designing a Work-From-Home Policy: Where to Begin
      • How to Keep Employees Informed During a Crisis
      • How To Keep Staff Working From Home Productive
  • About
    • About Cognology
  • Ask Us Anything
  • Search
  • Menu Menu
Jon Windust

Performance management explained with GIFs

July 20, 2015/in Performance Management/by Jon Windust

This week I’ve got a humorous post, with a powerful takeaway. I hope you enjoy – Jon

The core reason that we do performance management is to help employees learn. And to drive learning, all you really need to do is set good expectations, and to follow them up with regular feedback.

The performance management equation is really this simple:

Great performance management = Expectations + Feedback

So what happens when you get this equation out of balance?  I thought it would be fun to use some GIFs to make a serious point about why both expectations and feedback are critical for effective performance management. I laughed quite a bit when putting this together!

What happens when managers give feedback, without reference to expectations

Big problems occur when feedback is given without clear reference to expectations. Here are five of the most common reactions that can happen when feedback isn’t based on expectations…

Feedback reaction

I just have no idea where this feedback is coming from

Feedback reaction

When did we talk about this, so called ‘deliverable’?

Feedback reaction

Where did that random comment just come from?

Feedback reaction

Say what about my performance?

Feedback reaction

I was meant to have done what?!?

 

What happens when employees don’t get enough feedback

Different problems occur when expectations exist, but there’s not enough feedback. Five of the most common conversations in a low feedback environment are…

Low performance feedback

I guess I think we’re going ok?

Low feedback reaction

What should we do next?

Low performance feedback

I have no idea where to get started!

Low performance feedback

It’s all urgent

Low performance feedback

I don’t really remember what my expectations are…

 

And now, finally, what happens when you have clear expectations and ongoing feedback…

When expectations of behavior and performance are made clear, and feedback works well in concert with those expectations, here are five reactions you can expect to see in the office:

Clear expectations and ongoing feedback

How you feel

Clear expectations and ongoing feedback

How your employees feel

Clear expectations and ongoing feedback

What it’s like walking round the office

Clear expectations and ongoing feedback

What the rest of your team think

Clear expectations and ongoing feedback

What your boss thinks

 

Jon Windust

Jon Windust is the CEO at Cognology – Talent management software for the future of work. Over 250 Australian businesses use Cognology to power cutting-edge talent strategy. You can follow Jon on Twitter or LinkedIn.

Tags: performance management
Share this entry
  • Share on Facebook
  • Share on Twitter
  • Share on WhatsApp
  • Share on Pinterest
  • Share on LinkedIn
  • Share on Tumblr
  • Share on Vk
  • Share on Reddit
  • Share by Mail
https://www.cognologyonline.com/wp-content/uploads/2015/07/Performance-management-explained1.jpg 200 200 Jon Windust https://www.cognology.com.au/wp-content/uploads/2017/01/Cognology-logo-colour-300x101.png Jon Windust2015-07-20 02:34:392021-12-03 10:42:18Performance management explained with GIFs
You might also like
Validated findings on the power of technology in performance management13 validated findings on the power of technology in performance management
Performance management for boardsYes, you. Even the board needs performance feedback.
Poor performersTurning Poor Performers into Productive Team Members
FacebookWhy you need to unblock Facebook: Performance management and social media
Aged Care workforceWhy Performance Management is Crucial to your Aged Care Workforce Strategy
Top Ten CEO Quotes on People Management 2015Top Ten CEO Quotes on People Management 2015

Recent Posts

  • Course Builder
  • 7 Trends Driving Change in the Skills Landscape
  • How HR Can Boost Talent Retention, According to New Research
  • The Worried and the Well: How to Boost Your Employees’ Wellness in a Time of Crisis
  • The Quick Pivot at ACSQ

Subscribe

Get our latest news, tip and tricks

Receive our occasional newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

This contact form is deactivated because you refused to accept Google reCaptcha service which is necessary to validate any messages sent by the form.

Products | Pricing | Resources | Blog | About | Contact

© 2023 Cognology

© Copyright Cognology 2023
  • LinkedIn
  • Twitter
  • Youtube
What is a feedback mechanism?Feedback mechanismJon Windust and Eytan LenkoTalent Management Talk #5 – The talent management that powered Outware’s...
Scroll to top