Getting the most out of My Performance Conversations

With the arrival of autumn, it’s time to think about our My Performance Conversation (MPC), and the mid-year appraisal.  You might recall my blog a couple of weeks ago about having conversations between leaders and led when things are going well and not so well.  This is just an extension of this, with an opportunity to have a conversation about how it is going.  I would ask you not to get hung up on process, but just to sit down and have an honest and open discussion.

I would offer the following 5 questions as a guide:

How are you?
What’s gone well?
What hasn’t gone so well?
What do you want to do next?
How are we going to get you there?

For many colleagues, the answer to the fourth question will be no change; they don’t want to be promoted, and just want to keep on doing their job well.  I’m very content with that, and I would ask you therefore to make the fifth question: What can we do to make you more effective in that role?  With the Workforce Strategy that we are working up, and the opportunities of apprenticeships in the workplace, there are many ways to develop ourselves and learn.

I take a close interest in who is doing their MPCs and what level they are achieving, because I believe that giving feedback and taking an interest in your people is, in my view, a basic leadership function.  I would suggest that two conversations a year is too few – personally I like to hear feedback as and when it is available – but the rigour of having MPC reminds us in a busy world that we need to do think about our people.

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