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Oh No! It’s performance
appraisal season! How many
times have I seen expressions
of dread on managers’ faces
when they realize its THAT TIME
OF YEAR. In fact, the employees
dread it even more than the
managers do. So, how can we
take this seemingly universally
hated experience and make it a
powerful and positive one? Here
are five steps to do just that.
1 – prepare thoroughly
.
You can’t over prepare for a
performance review; spend time
reading over notes from the past
months, any commendations,
letters of gratitude or support on
behalf of the employee. Perhaps
there was some disciplinary
action – review the progress
that has been made. Also, if
your employee had measurable
objectives, review how they did.
Prepare your “script” of any key
points you’d like to mention in
the session.
2 -
ask the employee to
complete a self evaluation
.
What are their feelings about
their performance? What are
they celebrating, and what
would they like do differently
next year? Ask them to
provide specific examples and
suggestions for what they would
like to focus on in the coming
cycle.
3 - prepare the meeting space
.
Don’t hold a performance review
in your office because the power
vibe is all too apparent on your
home turf! Instead, hold the
review in a private space that
is neutral. If the employee has
an office with a door that would
be a good spot or a private
conference room works as well.
Some people go off-site, or have
the conversation over lunch, but
that is not ideal – restaurants
aren’t really private. And, many
people won’t have much of
an appetite while they are
reviewing or being reviewed.
4 - during the meeting, always
lead with the positives
!
Celebrate any successes they’ve
had this year – praise their work
ethic, or their ability to work in
teams, anything that you can
call out in a genuine manner to
praise them. Then ask for their
input. Ask them what went right
this year – really listen to what
they say, and congratulate them
on their success. Next, ask what
frustrated them, or what they
felt didn’t go as well as they
had hoped. See if it matches
any of the weaknesses that you
identified in your preparation,
and brainstorm together some
solutions.
5 - work on developing a plan
for the next review cycle
.
Empower the employee to
come up with some measurable
goals, a new direction or focus,
a significant project, or anything
else that will stretch and
challenge them in the coming
year. Ask them what they would
like to achieve, where they see
themselves progressing in the
company, and what new skills or
work challenges they would like
to develop in the coming year.
It is really critical to note that
this should NOT be the first
conversation you are having
with your employee about their
performance thisyear. Celebrate
their accomplishments when
they happen. Provide guidance
and
course
corrections
Delivering a Powerful
Performance Review
By Megan Patton
SOAR TO SUCCESS
/
J
uly
2016
/
Business Acceleration Strategies