Observe Performance - Do You Do This?

Step 2 of Managing Performance:
Observe Performance

Remember, you’re a team leader and your mantra really needs to become
Good results without a consistent process may just be good luck!

You’re working to develop a consistent and fundamental process for managing performance can yield...
• Improved business results
• Higher morale and satisfied employees
• Motivated employees
• Increased productivity
• Developing, growing employees
• More effective leaders

Everyday life is not as rigid as this process, but through the course of your management of team members, you want to be sure these six steps are practiced.

So, having Established Expectations, you’re ready to see what’s going on in the workplace. You may be able to physically observe, you may have to pick up on what you hear virtually, in meetings, in client visits and with other team members. But you are mentally observing all the time whether you know it or not – now you just need to become conscious of it and put your observations to work.


Be in the now, be present.
James Autry

Be aware of what is going on - observe the actions, activities, interactions and results of your employees - come out of the office and see for yourself. The best way to provide feedback is to give information based on factual observation.

Begin to assist employees in understanding their own performance by holding up a mirror they can look into -- a mirror that leads them to self-discovery and knowledge about themselves.

Take a look at your own practices based on the statements below – determine whether you’re

• Satisfied with your own performance or
• Not Satisfied with the effort you’re making here

Also decide the Importance of each practice to your success and to your team members’ success.


1. I look for opportunities to observe people so I can have an informed outlook on performance.
2. I ask questions and listen actively.
3. I test assumptions I may have developed.
4. I make note of observations soon after the fact to keep the details fresh in my mind.
5. I note direct information (observations) and indirect information (reports, work completed, feedback from others, meeting behaviors).
6. I make note of observations relating to job knowledge and job skills including those that pertain to interpersonal effectiveness


Resources that can help after you Observe Performance

Everything DiSC Workplace Profile
The Everything DiSC Workplace Profile makes us aware of different styles of behavior in the workplace. From DiSC we learn how people tend to behave most naturally, what their strongest characteristics tend to be, what their "weakness" in behavior might be, how they are best motivated, what characteristics add value to the workplace, how they complement a team environment and more. Understanding basic style differences can make our observations more comprehensive, can offer us, as managers, the language for discussing our observations with employees

ProStar Coach – your virtual gym

Resolving Conflict (online or classroom course)

Communicating Up (online or classroom course)

Managing Complaints (online or classroom course)

Improving Work Habits (online or classroom course)

We all commonly make errors while we're observing team members - you'll be surprised at the ease with which our judgments can be clouded! Then we base our feedback and evaluations on these error-based judgments. Check here for the list of common assessment errors.

Now it's time to give some feedback - if you've done a good job being aware of what's happening with team members, you'll be equipped to give helpful feedback. That's the next step.