“I love performance reviews,” said nobody ever. But what if you could change how those meetings go? What if, instead of the same review-the-form approach, your review discussions actually improve work performance?
That may not make you love reviews, but it could make the process more effective and meaningful for all involved. As you sit down for performance review discussions this year, I suggest you prepare differently than you normally do, particularly if you want a different outcome.
Preparation = Improved Experience and Work Performance
- Don’t read the form. Unless your employee can’t read, there is no reason for you to read to them. This is not story time. Instead, give them time to read and review your comments, ratings, and other input you’ve provided in writing. Then summarize the significant points to ensure understanding of the feedback and expectations.
- Turn annual reviews into career planning meetings. Future-focused performance reviews spend more time on planning for the future than reviewing the past. Of course feedback for past performance is critical, but once that is done and understood, it’s time to turn the corner to discuss what’s next.
- Set clear, measurable and attainable performance goals. Whether it’s for career planning purposes, or simply to establish the path for 2023 performance, having clarity is essential. Work together with your employees to set goals with well-defined levels of goal achievement.
- Check in along the way and establish a feedback loop. Goal setting isn’t like Jell-O – you can’t simply set-it-and-forget-it. Business challenges change, personnel shift, and goals may need adjustments. Having regular 1:1 meetings with your employees will help confirm focus and priority, as will having a true open-door philosophy.
- Follow through. If you say you will look into something, do it, and follow up afterwards. Even if it’s not the desired outcome, following up shows that you are a person of integrity and that you can be trusted to do what you’ve promised. Trust is the bedrock of any relationship; this is no different.
If you always do what you’ve always done, you’ll always get what you’ve always got. Time to make a shift and improve work performance, engagement, and retention!
