Creating Accountability Around Performance Activities

How Some Companies Nail Performance Activities

We see two types of orgs that are super successful with their performance activities:

1. Those where feedback, 1:1s, etc are totally baked into their culture - it's just how things get done.
2. Those who set minimum standards for performance activities and create accountability around those standards.

Trust But Verify: Setting Standards in the Age of Adulting

Most orgs don't have the luxury of being in the first category because these activities have not been a long-standing management practice.

But number 2 can be daunting in an age of treating employees like adults and trusting them to do the right thing.

When it comes to performance activities like feedback, 1:1s, recognition, reviews etc, individuals often consider them 'important but not urgent' and the absence of minimum standards can mean these things get de-prioritised in favour of more 'urgent' work tasks.

Rules Aren’t Rude: How Minimum Standards Boost the Whole Team

Setting minimum standards for your performance activities doesn't mean you don't trust your employees. It just means we have some 'rules' designed to elevate the priority of these activities at the individual level in order to lift and benefit the whole team.