How to make a performance review work
Shhhhh…come here…a little closer…I can’t talk about this too loudly…I want to talk about performance reviews. People get so mad about them so let’s whisper.
Somehow they’ve gotten a terrible rap, I am not sure when feedback became a bad thing but it seems the moment you mention this to anyone they freak out. But I am here to tell you all a secret, performance reviews aren’t bad…they don’t (when executed properly) destroy employees hopes and dreams.
When a performance review is executed properly, skillfully and with intent it can be a wonderful thing for the employee, the manager and the company. So let’s do this, if you don’t want to be better, build better people or be a more successful business stop reading. To the rest of you I hope this helps!
How performance reviews can work for everyone!
Helps with growth & accountability
Performance Reviews (PR) should be the employees’ responsibility, lay that out from day one. “we look to have them quarterly but leave it up to the employee to schedule and have their piece ready for the meeting”. This is about their growth and development, it’s best they take the lead on that and are instructed to. If they don’t it’s giving you some insight into their mindset.
PR’s help create growth plans which are proven to help with retention. People aren’t always looking for title change, they are looking to grow in skill set and responsibility. With a proper review system they will always have goals to be aiming for and outcomes for when they hit them. It also helps the company plan accordingly when they see their employees growing to have the next steps ready (whatever they may be).
It makes them accountable to goals, results etc…that doesn’t mean they have to hit 100% at each review, they could be at 50% but it forces conversation and understanding and then further goal setting based on knowledge
Helps build a total relationship between employee and manager
Review time isn’t just for corporate goals, it’s also for personal. An employee is a whole person, hopefully you get to know them as that in weekly 1 on 1’s and spending time with them. But goals are important things in peoples lives and as a manager you should want to help support their total being. If you do the impact on your business will be incredible. When employees feel valued they do more, commit more and engage more. Have your employees set both professional and personal goals with you.
Will help teams learn to prioritize
Internal chaos comes from external overload. That means if you just dump a bunch of work on people’s desk with no insight and they aren’t a strong prioritizer it will be all out chaos for them, they literally will not be able to start.
When you set clear objectives, they can then start to prioritize when new stuff is dropped on them. They will be able to say to themselves “A, B & C are my must duties for my group, that has to be done first and then I can take a look at D, E & F which so and so just asked me to help with and see how I can manage to get that done for them”.
The likelihood is that D, E & F are new and more exciting than the everyday A, B & C. If you find yourself always chasing the everyday pieces it’s likely because your team doesn’t understand the importance of them and the need to get them done first.
Teams have KPI’s so individuals should have as well
If your team has KPI’s how can your individuals not have them? Aren’t they responsible for specific pieces of that KPI success?Give them their piece, let them know how their piece of the pie impacts the whole team. You can’t shift the blame at the end of this, the proof is in the pudding.
Great now I want pie and pudding.
Encourages engagement in their own career
When you leave the scheduling of these up to the employee you will very quickly realize the ones who want to grow, be better and are proud of their work; AKA the ones who book it regularly for each quarter.
Noticing certain people never planning them? Talk to them, find out why. Explain to them that it is for their own growth and development. Still not doing it? Well you know exactly how much to invest in this employee for the long term.
Interesting questions to ask in a performance review:
What are you most proud of in your professional like and personal life this year?
Did you hit the milestones you wanted to? Why or why not?
Did I do enough to help you reach those milestones?
Do you feel that your colleagues, manager, leadership team helped you accomplish your professional goals this year? How? Why/Why not?
What can I/We do to make sure you accomplish your personal and professional goals in the coming months/year?
Manager: “My goals this year are XXX, here is where I see you adding value, here is where I see a learning opportunity for you. What are your thoughts?”