Performance reviews are evolving with organisations moving from traditional annual performance reviews to ongoing conversations and regular ‘check ins’. But how do you turn often disengaging consultations into a positive experience that propels performance? Follow these simple tips and notice the transformation.
1. Fail to prepare, prepare to fail
I’m sure we have all heard the saying ‘the fear of the unknown’? So, why allow this anxiety to build when a review meeting has been scheduled? Think about sharing a memo, points you plan to discuss, send out questions you hope to be answered.
Allowing your employee’s time to prepare and entering the conversation on the same page will decrease unnecessary angst and create a more effective performance review.
2. Who’s side are you on?
It’s an easy rut to fall into, evaluating/judging your employee’s productivity but, being on the opposing side will only make them feel on trial (not positive nor helpful).
Consider becoming a coach, your purpose is to improve performance; you’ll be on the same side building those important relations. Your coaching and guidance will drive positive thinking and ultimately improve productivity/performance.
A coach is invested in always improving and striving for success, a judge sits seldom affected if the other side wins or loses.
3. If you don’t ask, you’ll never know!
Questions are the crucial backbone to any effective review, often these questions are answered by facts and figures rather than thoughts and feelings. But with more and more focus on our awareness of mental health within the workplace, why not ask open ended questions and read between the lines!
- What from the last quarter are you most proud of?
- What goals would you like to set for the next quarter?
- What obstacles stand in your way? And can we overcome these by putting a plan in place?
- What impact has your performance had on the organisation/team?
- How can I improve as your manager?
4. Be crystal clear!
Not pulling their weight, underperforming and missing targets are all things employees are & should be made aware of, but do they understand how good performance is measured?
Knowing how the organisation/team perceives their contributions and having clarity of where they stand are great ways to improve engagement and ongoing success. If your organisation has tools to measure how well somebody is doing their job, be transparent!
Lastly but definitely not least conclude the meeting with clear, vital next steps. Set suitable goals, agree on deadlines and write it down! What better way to set your employees up for their quarter ahead? Providing direction and focus, goal setting is the principle tool to reach full potential.
And that’s the top 5 tips to improve your employees performance! By implementing these top tips into your up and coming reviews you will create a positive experience which will become the foundation for improvement.
This blog was brought to you by Rebecca Smith, from our Woking branch.