Monitoring and Tracking Performance — How We Lead

Posted byThe Seb, Simply SebPosted inPersonal Point of ViewTags:,

One of the most important aspects of being an SLII® leader is communicating clearly with people regarding their performance. After you’ve made performance standards clear so that each person knows what a good job looks like, you must closely monitor individual performance and provide frequent feedback. Monitoring and tracking performance is a key directive leadership […]

Monitoring and Tracking Performance — How We Lead

I have found this piece of writing beneficial to me and thought it others can benefit too. Performance management has not been taken seriously in many organizations. Most team leaders ignore the importance of regular performance feedback and wait until the day of the review to surprise you with their observations that they did not bring to your attention in the actual process. Even though you are not management, you can learn and apply it.

Published by The Seb, Simply Seb

A seasoned banking administrator with nine years of work experience. Holds a very stable employment record with exceptional performance evidence through numerous promotions. Adept at providing performance management support, customer service support; strategy development and implementation; bank risk and security management; as well as providing quality business development support. Endowed with unique personal attributes, skills, and an exceptional performer. Values Teamwork, integrity, and professionalism.

3 thoughts on “Monitoring and Tracking Performance — How We Lead”

  2. Weekly or monthly performance reviews can turn into a drag. Quarterly reviews are much better than annual reviews. My take is that employees should be proactive and not wait for the manager to initiate the review. Popping in occasionally for feedback can demonstrate a willingness to learn and openness for change.
    Thanks for sharing.

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