However, in certain circumstances (perhaps in high-risk situations or when a lot of unsupervised work is required), it may be helpful to enter into performance agreements with all members of your team. If you`re considering doing this, make sure your team members are familiar with the approach and make sure you don`t rely solely on them to manage performance. Everyone needs a good level of trust, respect and communication from their boss! This is the communication advantage of service contracts. You are much more likely to be involved in the development and performance of your employees if you accept and commit to regular performance meetings. You talk at length about what you both need to be satisfied with the work he does. Maybe you`re discussing some adjustments in the workplace to motivate him, maybe you`re offering coaching in one aspect of his work. And you clearly describe your expectations for an improvement in its performance. The evaluation of the employee is simplified by the clearly defined objectives, which also helps the employer to assert itself in the dismissal process, since the average performance is defined or coordinated with the employee. The dismissal scale can therefore be tightened to the detriment of the employee. In addition, staff control is relieved by the agreement of precisely defined objectives. Clearly identify the behavior you want to see, explain why this behavior is necessary, and identify the goals to be achieved.
Use this target engagement agreement and make yourself accountable. Work with a deadline. Perform all necessary actions. Monitor your progress. You`ll get there, this time. The heart of a legally advantageous contract is the agreement between the parties. It is not a necessary ingredient; In communist countries, contracts were regularly negotiated (or are being negotiated in the few remaining communist countries) between the parties to whom the conditions were imposed. But in the West, and especially in the United States, an agreement is crucial. It`s not just a matter of convenience; it is at the heart of our philosophical and psychological beliefs.
As the great contract law student Samuel Williston put it: “It was a consequence of the emphasis on ego and individual will that the formation of a contract must have seemed impossible unless the will of the parties was agreed. As a result, in the late eighteenth and early nineteenth centuries, we find the dominant idea that there must be a “meeting of heads” (a new expression) to form a treaty. Samuel Williston, Freedom of Contract, Cornell Law Quarterly 6 (1921), 365. The importance of the expected results of achieving goals, If you look at the theory of setting goals, it goes without saying why you are not achieving your goals. The objective presupposes the existence of a target setting. In the absence of a binding target, the target does not work. This contract reminds you of your commitment to your goals. It will divide your goals into sub-goals that you can track and measure progress. .