How Do I Manage Performance When Expectations Aren't Clear?
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How Do I Manage Performance When Expectations Aren't Clear?
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You cannot manage performance fairly if nobody has made clear what good performance actually looks like.
In this episode, Christine explains why a job description is not enough. Responsibilities tell someone what their job contains; they do not necessarily tell them what excellent performance looks like.
The solution is to make success visible.
Christine uses a simple What Success Looks Like structure:
• Non-negotiable — the minimum standard
• Target — the level of good performance being aimed for
• Mind-blowing — the level that would genuinely impress
The agreement then needs to stay alive. Employees should reflect before one-on-ones, bring evidence of progress, discuss what is improving and what is stuck, agree next commitments and track the pattern over time.
Evidence makes performance conversations calmer. Recognition matters when people improve, and repeated misses against genuine non-negotiables need an appropriate response.
The central principle is simple: clarify before you criticise.
Practical leadership tools and resources:
https://christinebeard.com.au/
This episode connects directly to the Leadership Execution System, especially What Success Looks Like, the Pre One-on-One Worksheet, Employee Progress Journey and One-on-One Facilitation Guide:
https://christinebeard.com.au/leadership-execution-system