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Supervising for Excellence. Part Two: Building a Highly Functional Team. Day Five. Florida Department of Children and Families. Part Two: Day Five Overview. Setting Expectations Providing Feedback Recognition, Rewards and Retention. Planning: Setting Expectations.

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supervising for excellence
Supervising for Excellence

Part Two: Building a Highly Functional Team

Day Five

Florida Department of Children and Families

part two day five overview
Part Two: Day Five Overview
  • Setting Expectations
  • Providing Feedback
  • Recognition, Rewards and Retention
planning setting expectations
Planning: Setting Expectations
  • Identifyperformance expectations to channel efforts towards achieving organizational objectives.
  • Establishstandards of performance.
  • Getworkers involved in the process.
  • Establish performance plans that are flexible for changing program objectives and work requirements.
  • Prepare performance plans to be used as working documents to be discussed often.
performance planning requirements
Performance Planning Requirements
  • During the performance planning you must:
    • Review performance expectations
    • Review rating scale
    • Provide an opportunity for employee feedback
  • The plan must be:
    • Discussed orally
    • Documented
    • Signed
    • Made available to the employee
setting performance standards
Setting Performance Standards
  • Goals, duties and/or job-specific competencies:

Measurable

Ask the Questions

Achievable

What should be done?

When should it be done?

How should it be done?

Understandable

Verifiable

Equitable

between expectations and feedback
Between Expectations and Feedback
  • On-going process of monitoring and developing:
  • Monitoring provides an opportunity to:
    • Checkhow well employees are meeting predetermined expectations.
    • Makechanges to unrealistic or problematic expectations.
    • Identify and address unacceptable performance at any time during the appraisal period.
    • Identify and support outstanding performance at any time during the appraisal period.
documentation allows for
Documentation Allows for:
  • Objective Review
  • Consistency with Employees
  • Changes in Behavior
  • Support of Personnel Actions
effective documentation is
Effective Documentation is:
  • Accurate (documents facts)
  • Objective (does not include emotion or subjectivity)
  • Behavioral
  • Based on direct observation
qualities of effective feedback
Qualities of Effective Feedback
  • Tied to expectations
  • Specific and behavioral
  • Results oriented
  • Frequent
  • Well-timed
  • Direct
  • Helpful
conditions for feedback
Conditions for Feedback
  • Openness – free exchange of information.
  • Trustworthiness – motives are to empower and support workers.
  • Credibility – demonstration of ability, knowledge and skill.
planning for effective feedback
Planning for Effective Feedback
  • Create the best conditions.
  • Review expectations.
  • Identify the behaviors to maintain or change.
  • Identify reasons for performance.
  • Have supporting documentation.
  • Keep a contact log.
planning for effective feedback1
Planning for Effective Feedback

What to Say

Tied to Expectations, Behavioral, Results-oriented, Direct, Helpful, Clear

Whento Say IT

Well-timed, Frequent, Scheduled or Impromptu

Whereto Say It

Private or Public, Face-to-Face, Via Email or Voice Mail

extrinsic and intrinsic motivation
Extrinsic and Intrinsic Motivation

Extrinsic

Intrinsic

Extrinsic factors are forms of recognition that come from outside the person and appeal to their outer-directed self.

Intrinsic motivators appeal to the inner self, as they focus on things that might only be important to the person.

compensation vs recognition
Compensation vs. Recognition

Compensation is a right

Recognition is a gift

–Rosabeth Moss Kanter

effective praise should be
Effective Praise Should Be. . .
  • Spontaneous
  • Specific
  • Purposeful
  • Private or Public
  • In writing
end of day five
End of Day Five

Thank you

for participating.