3 Tips for Positive Performance Reviews
Many years ago, in a universe far, far away, I had a bad performance review. I remember sitting down in the meeting room with a normal level of jitters, ready to talk about my accomplishments from the past year – and leaving 45 minutes later in tears, feeling betrayed, shocked, and deeply confused.
The feedback presented to me was a complete surprise, and (to my mind) totally inaccurate. As a result, my trust in my boss was shattered, and I left the organization less than six months later.
Don’t be that boss!
Wherever you are in the annual performance planning cycle (and whether you’re following the pillars of planning, monitoring, reviewing, rewarding) – the performance of your team should be an ongoing conversation.
When it comes time to have the official performance review meeting, keep these three principles in mind:
NO SURPRISES
Nothing – and I mean nothing – should be new information in a performance review. Ideally, you’re having regular check-ins with your direct reports and have an open, trusting relationship where challenges and opportunities can be discussed on an ongoing basis. Don’t have this kind of relationship? Start there and figure out why. Work on that throughout the year but avoid bringing surprising information to a performance review discussion – your goal is to build trust, not erode it. Not sure where to begin? Contact me and we can work on it!
FEEDFORWARD
Forget feedback. Instead, try feedforward, a proactive approach that focuses on future development rather than dwelling on the past. No matter how hard we try to frame feedback in a constructive, positive way, it can be hard to receive without feeling judged. Feedforward, on the other hand, focuses the conversation on opportunities for growth and skill enhancement. Be a mentor, not a critic.
CELEBRATE
Everyone wants to feel like their work matters, and some simple recognition can go a long way towards building engaged, collaborative teams. Highlight the achievements, growth, and positive contributions your team member has made. This isn't just to soften the blows to come; it's a genuine acknowledgment of their hard work. And ask them what they want to celebrate!
Remember, this isn't a one-way street. Encourage your team member to share their thoughts, concerns, and aspirations. A successful performance review is a dialogue, not a monologue. Ask open-ended questions and be genuinely interested in their perspective.
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