Set targets and communicate how performance will be measured against these

Make sure your employees understand the company’s targets and how performance will be measured against them. This might be done during monthly catch-ups with staff or by sharing examples of what “good” looks like. Use simple and direct language when communicating your expectations with all staff, whether they are over or under-performing, and consistently repeat the same messages throughout the year to ensure continued buy-in. Strategist Paul Niven recommends the “W5” approach: the “who”, “why”, “what”, “when”, and “where” of how you’ll measure progress.