One solution: Establish a performance contract with each person. It’s simply a written understanding of what you and your people agree are their main obligations for the coming year. In one or two conversations, you can agree on key priorities and milestones.
The contract needs to include explicit metrics that will quantify success.
Along with agreed-upon outcomes for the employee, the process also should clarify what you’ll do and what support you’ll provide to increase the likelihood that the employee or project will succeed.
— Adapted from The Feiner Points of , Michael Feiner, Warner Business Books.
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