First time manager in Mirro

The performance network:

What do you get when you mix engagement, collaboration, and alignment when working with your people? It does sound like a nice recipe, but like any other amazing dish, it does need some important bonding ingredients.

 

 

Every Mirro post, update, or interaction creates a ripple that impacts performance and growth. They work as a network of assets helping your company succeed. And this network has some key nodes enabling it. Hello, you! Here’s where we work together.

Mirro is as effective as the content that drives it. More user interactions mean more visibility over results, lessons to be learned, and steps to be taken. If you accept it, our mission is to help your colleagues be a part of each other's performance stories.

 

 

The driver of engagement

Ask for perspectives on behalf of your people. Accepting someone else’s perspective is easier if you’re the one seeking it. So we’re letting you start the conversation on behalf of the people you manage. You just have to select the colleague whom you would like the feedback to be for, and bet on the people they interact with to have a word on their performance.

 

Mirro is always keeping you in the loop, so you can see what perspectives have been shared and drive decisions forward. Here’s a checklist of what you could do to get your people on the same page quickly:

- Be a champion of kudos

- Drive perspectives sharing

- Help your people by sharing your feedback often

 

 

 

Aligned to a common purpose

You’re a key player in how strategy is executed. Leaders set ambitious targets and translate them into milestones and metrics. OKRs are tailored for that, helping with defining, aligning, and breaking down the collective effort.

 

A great deal of effort is displaced into continuously tracking goals completion, so Mirro comes to your aid. You have a tool that focuses on making objectives FAST:

- Frequently discussed

- Ambitious

- Specific

- Transparent

 

OKRs add value to performance management when meeting continuous feedback. It’s a perfect chance to start a trend of offering kudos or perspectives, and, as a manager, you’re the driver of this. Celebrate often and get a chance to have a say in a goal’s completion from the get-go.

 

Performance, always in check

When managing your people, rely on Mirro to gather all the data and give everyone a safe space to stand by their results. You’ll be in charge of overseeing that this happens regularly and you’ll be able to determine where everyone stands.

 

Check-ins overview allows you to stay on top of review timelines, and overall performance findings and deep-dive into each check-in process for the people you manage. This is your command center when managing performance and it’s always set up right for you.

 

A mentor's figure

You’ll be an active part of each of your people’s reviews, seeing their side of the story as they share it, always having continuous perspectives, kudos, and OKRs’ statuses at hand, but, most importantly, letting them know what you think about their performance.

 

Have a say, get involved - add your viewpoint regarding current period highlights and things to focus on for the near future. Compare the two different perspectives when you meet, and try making an effort to drive this conversation - it will make all the difference for the people you manage and their performance.