Effective managers understand that there are significant advantages to developing a clear set of performance standards to be shared with new employees. By reviewing the job description, managers can compile a list of desired outcomes that align with the job duties. These outcomes are then used to define the quality and quantity of the tasks to be accomplished. Describe what a manager must do in order to prepare for a performance-setting dialog.
Identify and explain the risks that a manager takes if this dialog does not take place.
What are some of the short-term and long-term benefits that may be realized as a result of having a performance-setting dialog with a new employee?
What role does feedback play in helping new employees achieve their performance expectations? Provide at least one specific example to support your conclusion(s).