How to Deliver Effective Feedback and Set SMART Goals for Employee Performance Improvement

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Prior to beginning work on this assignment, read Chapter 3 in Leadership for Today and the Future and listen to the podcast in which Brené Brown interviews Charles Feltman, Brené With Charles Feltman on Trust: Building, Maintaining, and Restoring ItLinks to an external site., and review How to Write SMART GoalsLinks to an external site..
Scenario: For this assignment, you are to assume the role of the newly appointed Director of Business Development at a tech company and will lead a cross-functional team. You have been in this role for 6 months and it is time for performance reviews. Monica Rose is an Account Manager on your team. Monica has been in her current role for the past 5 years. Previous performance appraisals have shown that she meets expectations in managing her workload and has great relationships with clients and her colleagues. However, since you started your role you have received several complaints from her colleagues. One of the complaints is that Monica is not meeting deadlines and she reported it is due to the heavy workload and lack of adequate support. Like many organizations, your department has been impacted by the Great Resignation and your department is short two Account Managers.
During your one-to-one sessions with Monica, she reports that she is doing fine and does not express any concerns regarding needing support or deadline extensions. However, you have noticed that Monica is late to team Zoom meetings and that her Teams’ account shows her offline. When you address this with Monica, she reports that at times she experiences internet connectivity issues.
Based on the scenario presented, how would you as a leader address the current situation? You have the opportunity to further develop your employee. Discuss what steps you would take to build trust and empower the employee to improve their performance. Next, you will develop a performance improvement plan that contains three goals for this situation. Finally, explain your plan for following up with the employee.
To address the situation, in two to three double-spaced pages,
· Describe how you plan to build trust and empower your employee.
· Develop a performance improvement plan that contains three SMART goals directly related to the situation addressed in the case study.
· Present your plan for following up with the employee.
· Share how you would address any resistance from the employee during the feedback session.
The Delivering Feedback and Goal Setting paper
· Must be two to three double-spaced pages in length (not including title and references [pages or slides]) and formatted according to APA StyleLinks to an external site. as outlined in the Writing Center’s APA Formatting for Microsoft WordLinks to an external site. resource.
· Must include a separate title page with the following:
o Title of paper in bold font
§ Space should appear between the title and the rest of the information on the title page.
o Student’s name
o Name of institution (The University of Arizona Global Campus)
o Course name and number
o Instructor’s name
o Due date
· Must include an introduction and conclusion paragraph. Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper.
o For assistance on writing Introductions & ConclusionsLinks to an external site. and Writing a Thesis StatementLinks to an external site., refer to the Writing Center resources.
· Must use at least 4 scholarly sources in addition to the course text.
o The Scholarly, Peer-Reviewed, and Other Credible SourcesLinks to an external site. table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source.
· Must document any information used from sources in APA Style as outlined in the Writing Center’s APA: Citing Within Your PaperLinks to an external site. guide.
· Must include a separate references page that is formatted according to APA Style as outlined in the Writing Center. See the APA: Formatting Your References ListLinks to an external site. resource in the Writing Center for specifications.

📌 Struggling with where to start this assignment? Follow this guide to tackle your assignment easily!

This assignment requires you to step into the role of a leader and demonstrate your ability to build trust, address employee performance issues, and create a structured improvement plan. To make things simple, let’s break it down step by step.

Step 1: Understanding the Assignment

Your task is to analyze a workplace scenario and develop a strategy to help an employee named Monica improve her performance. You will write a 2-3 page paper (double-spaced) that includes the following:

A strategy to build trust and empower Monica
A performance improvement plan with three SMART goals
A follow-up plan to track Monica’s progress
A plan for handling resistance from Monica

You must use at least four scholarly sources, format the paper in APA Style, and include:

A title page
An introduction with a thesis statement
Well-organized body paragraphs
A conclusion
A reference page

Step 2: Writing the Introduction

The introduction should:
✅ Start with a hook – This could be a fact about leadership, the importance of employee performance, or a quote about trust in the workplace.
✅ Introduce the scenario – Explain that you are writing as a newly appointed Director of Business Development and that Monica has performance issues that need to be addressed.
✅ End with a thesis statement – Your thesis should state that your paper will outline a plan to build trust, improve Monica’s performance, and track her progress.

Example Thesis Statement:
“This paper outlines a leadership strategy to build trust with Monica, a performance improvement plan with SMART goals, and a follow-up strategy to ensure long-term success in her role as an Account Manager.”

Step 3: Building Trust and Empowering Monica

In this section, explain how you will establish trust and make Monica feel supported rather than criticized. Use these key points:

🔹 Communicate openly – Have a private conversation with Monica to understand her challenges.
🔹 Acknowledge the challenges – Show empathy by recognizing that the department is short-staffed.
🔹 Clarify expectations – Explain Monica’s role and responsibilities clearly.
🔹 Provide support – Offer tools, training, or additional resources to help her manage workload.
🔹 Encourage open dialogue – Let Monica know she can always share concerns without fear.
🔹 Recognize her strengths – Highlight what she does well (e.g., strong client relationships).

Step 4: Developing the Performance Improvement Plan (PIP)

Your PIP must include three SMART goals that directly address Monica’s issues.

SMART Goal 1: Meeting Deadlines

✅ Specific: Monica will complete all assigned tasks by their deadlines.
✅ Measurable: Track deadlines using a project management tool like Trello.
✅ Achievable: Weekly check-ins will ensure she stays on track.
✅ Relevant: Timely work benefits the team and clients.
✅ Time-bound: Progress will be reviewed in 60 days.

SMART Goal 2: Improving Team Engagement

✅ Specific: Monica will attend all team meetings and actively participate.
✅ Measurable: Attendance records and meeting contributions will be tracked.
✅ Achievable: Support will be provided for any technical issues.
✅ Relevant: Engagement fosters teamwork.
✅ Time-bound: Assess participation in 30 days.

SMART Goal 3: Better Workload Management

✅ Specific: Monica will implement a task-prioritization system.
✅ Measurable: Weekly progress updates will track efficiency improvements.
✅ Achievable: Training on time management will be provided.
✅ Relevant: Managing tasks better will reduce missed deadlines.
✅ Time-bound: Evaluate progress in 90 days.

Step 5: Follow-Up Strategy

📌 Explain how you will track Monica’s progress over time.

Schedule bi-weekly check-ins to review her work and discuss any concerns.
Adjust support strategies if needed (e.g., providing a mentor or redistributing workload).
Provide regular feedback to acknowledge improvements or address challenges.
Conduct a final review at 90 days to determine if the goals were met.

Step 6: Handling Resistance

Monica might resist the feedback or deny that she has any performance issues. Here’s how to manage this:

✔ Listen actively – Let Monica express her concerns without interrupting.
✔ Use specific examples – Show her data or reports about missed deadlines and meeting absences.
✔ Reframe feedback as an opportunity for growth – Emphasize that this is not a punishment but a way to help her succeed.
✔ Encourage self-reflection – Ask Monica what she thinks might help her improve.

Step 7: Writing the Conclusion

Your conclusion should:
✅ Summarize your key points – Reiterate how you will build trust, set SMART goals, and follow up.
✅ Emphasize the benefits – Explain how this plan will not only help Monica but also improve team performance.
✅ End with a strong final sentence – Something like: “By fostering trust and providing structured support, leaders can empower employees to overcome challenges and thrive in their roles.”

Step 8: Formatting and Final Checks

🔹 Ensure your paper follows APA format:

Title Page (with bold title, your name, course name, instructor, and date)
Double-spaced text, Times New Roman 12pt font
In-text citations for sources
Reference page in APA format

🔹 Check for grammatical errors using tools like Grammarly.

🔹 Use transitions between paragraphs to maintain a smooth flow.

🔹 Make sure your SMART goals are clearly defined and relevant to the scenario.

Final Tip 📝

📢 Before submitting, read your paper out loud! This helps you catch awkward phrasing or missing details.

Now, you’re all set! 🚀 Go ahead and confidently complete your assignment! ✅

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