Set the conditions for good work
Performance is influenced by expectations, tools, priorities, and the quality of feedback. Managers shape all four. Before focusing on an individual’s results, check whether the person understands what matters and has the resources to deliver it.
Make feedback specific and timely
Describe the work or behaviour you observed, explain its effect, and ask for the employee’s perspective. Agree on the next step together. Save neither appreciation nor difficult feedback for an annual review.
Distinguish support from accountability
An employee may need training, clearer priorities, a better process, or a direct conversation about commitments. Identify the actual gap before choosing the response. Document expectations and follow through consistently and fairly.
Build a regular rhythm
Use short, focused check-ins to review progress, remove obstacles, and adjust priorities. Formal reviews then become a summary of ongoing conversations rather than a surprise. HR can provide the framework; managers make it useful through daily practice.
Put the thinking into practice.
Talk to Jigsaw about the people challenges behind your next stage of growth.
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