Before you begin having quality Developing Performance conversations, it's important that time is set aside to prepare the groundwork. Key aspects of this process include:
Explain the DPF intent (click to expand)
Engage all members in the process. Invest time in effectively communicating the intent and benefits of the framework. This will help team members to identify essential elements and build ownership of the process.
Promote a positive culture (click to expand)
Highlight the intent of the framework as a process, as well as tools and resources, to promote and maintain a culture where all team members feel safe and comfortable to be engaged in conversations about their performance and its development.
Empower team members (click to expand)
Communicate to your team members that the Developing Performance Framework will empower and enable them to talk about their work role, identify key work tasks and access specific and relevant professional development to build capabilities and fulfil career aspirations.
Outline benefits of the Developing Performance process (click to expand)
Communicate the benefits of the framework by emphasising that it's about job satisfaction, spending your days in a place where you feel valued and supported when carrying out your day-to-day tasks as well as when facing new challenges, where you can discuss your learning and that of others, and where improvement is planned for and does not just happen randomly and by chance.
Discuss differences (click to expand)
Have discussions with your team members to help them understand the difference between the developing performance approach and performance management systems. This will enable you to help your team overcome any fixed ideas they may have due to past experiences.
Negotiate implementation (click to expand)
Identify that the Developing Performance Framework is focused around a shared responsibility. As a team leader, it is your role to negotiate with your team around how best to implement the Developing Performance Framework in your workplace. Together, discuss the ways that each phase will be facilitated, using the most useful tools and resources for each employee group, and deciding on key timelines.
Get to know your team (click to expand)
Get to know your team. This will encourage positive participation and help to facilitate effective Developing Performance conversations. The Developing Performance Framework website offers many tools and resources, which will assist you to get to know your team members. By knowing and understanding your team members, you'll improve communication and interactions - and help to build trust and positive relationships.
Establish a Developing Performance culture (click to expand)
Establish shared norms (i.e. group protocols) for interaction with your team to facilitate effective Developing Performance conversations. As a team leader, you create the conditions for team members to develop their performance - you succeed by modelling and acknowledging lifelong learning as a shared responsibility. It's your understanding of the framework, the strategies you use to embed the process, your enthusiasm for the process and the relationships that you build with your team that will bring people on board and ensure that this process benefits all involved.
Investigating your workplace culture 448k
Provides a set of questions and activities to support you in developing a picture of your workplace culture.
Increase awareness of workplace culture 446k
Provides a number of questions to guide a reflection on your workplace culture.
Assessing your workplace culture for innovation 591k
This is a self-assessment tool to explore your workplace culture and how different dimensions enable or hinder innovation.
An important consideration of the Developing Performance process is the cascading nature of planning from government initiatives through to the individual's developing performance plan. This ensures that work at all levels of the organisation is aligned and gives each person a clear line of sight between their work and the 'big picture' goals influencing their role.
This page was last reviewed on 08 Jun 2011