Think about it in the context of a marriage. Gives employees balanced feedback – the good, the bad, and the great. No framework can guard against bias. 5. Make it actionable (and future-focused when possible) 5. I am going to start a list at my desk….a usueful tool! Pexels Whether you’re a leader, follower, partner, or service provider, clarity is always important. Compensation Management Goal Alignment We’re wired as very insecure beings that easily have our identity shaken. About the Start Stop Continue Template What is Start Stop Continue? The Stop – Start – Continue – Change (SSCC) model can be used for a variety of purposes.For example in the process of developing a partnership, it may be very helpful for establishing baseline data and developing a common understanding of the stakeholder group perceptions of the current situation.1. Trust me, this can help move mountains with much less effort. We have a “fear” of what other people think and how it might damage our self esteem. Empowers managers to continuously improve the way they lead, and employees to improve the way they work. With the year almost complete, now’s a particularly good time to put the Keep/Stop/Start exercise to work for your team. 6-12 months down the road, you’ll will be amazed at the strides you’re making. Companies are shifting to more regular development discussions, organizations are revising their rating and rewards processes, and employees are demanding transparency in job expectations and measures of success. Well, at a heart level, we lack trust and fear vulnerability. It really could be as simple as scheduling a monthly check in on “stop, start, and continue”. Be conscious of timing. It is sometimes called START, STOP, CONTINUE, or DO MORE, DO NOT CHANGE, DO LESS. We keep a drop-box and plenty of “Start, Stop, Continue” forms in our office. What should the employee keep doing? This might also include goals and tasks that have been canceled. What’s best than an example to demonstrate the effect of a positive or negative feedback? Many of our clients include these 3 comment boxes alongside competencies, and some even use these as the questions asked to peer-reviewers in lieu of having 360° reviewers provide a ‘rating’ on behaviors. This aspect of the framework looks backward and allows the manager to outline behaviors or actions that did not work or did not contribute to success for the employee or company. - Chris Arnold When you want to get down to the fundamentals, Start Stop Continue is a simple technique for an action-oriented retrospective meeting that encourages participants to come up with practical ideas for team-based improvement and action items you implement right away. My Start on the “Leader’s Stop” List (in no particular order): 1. I’m going to stop worrying so much about how the process looks to others, and focus on the results I achieve. My husband and I made a bunch of sticky notes and then made our own board. The framework itself is very simple but it can be tempting to re-frame and repeat the same points in multiple sections. Given this, you’re still missing out on likely the best 10%. We have written several articles and numerous blogs on the topic. No matter how HR defines measures of success, the front-line of your company’s performance management strategy will be the delivery of feedback from your managers. Stop expecting people to read your mind. Would you like to further discuss how I might help? For several years, I have used a simple feedback process with multiple teams as a way to encourage meaningful conversations that lead to impactful results. Start:… It is a great way to set the stage for something new and discuss what resources are available to help the employee excel. This blog was originally published here and was updated on October 26, 2020 for accuracy. It ended up looking like this: Start: Morning protein shakes; Taking brainstorm walks; A better evening routine; Stop: Eating out on weeknights; Eating after 7pm; Soda; Continue: Hiking; Afternoon Yoga If you are the employee, you can bring up this idea of Stop/Start/Continue, as a suggestion to your boss. So as you’ve seen – the ‘stop, start, continue‘ retrospective is simple and effective. The Psychology of Feedback in the Workplace, What Great Managers Do to Rock a Mid-Year Performance Review Meeting. Stop making people feel like taking time off to go on vacation is a sin. The Keep/Stop/Start model is an especially powerful team tool because all the team members contribute to the change mandate. If at first you don’t succeed, you’re in good company. This is an opportunity to acknowledge success and reinforce behavior. Faster is not better. But when I provide feedback either on a speech or the session itself, I try to deliver my feedback using this start-Stop-Continue model but in the form of a … For instance: “Start: sending emails to the entire team Stop: Forgetting to send emails to the entire team.” Managers should re-read their points to ensure there isn’t overlap because this often happens without intending to do so. Fax: (613) 232-7276 These changes are happening quickly, and more studies are showing that companies that invest in performance management are experiencing a direct impact on their bottom line. 4. Sometime referred to as Stop, Keep doing, Start Analysis - this method is used to collect feedback both at an individual level, as well as, a team level. Start Stop Continue Retrospective. Be prepared. Trust and vulnerability carry with them a high level of risk that most aren’t willing to take. You may also gather the feedback anonymously, although I think it cuts off the ability to have a truly candid discussion. What should I “stop” doing that’s hurting the team? But what I appreciate most […] The origin of this start, stop, and continue process came out of a team meeting in San Diego. It can also be used to provide a framework for 360° peer evaluators. What should the employee begin doing or do more? The ‘continue‘ element often brings out positive feedback and gives the team a chance to reflect on what’s going well, then the ‘stop‘ and ‘start‘ elements allow for constructive discussion on where the team can iterate & improve. His Stop-Start-Continue enabled him to not only be happy where he was, but also focus on his self-development, let go of his “whoa is me” attitude and engage his fire and passion. 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