Bring up the topic of a performance review and it's likely to trigger some stressful emotions in both the person being evaluated and the manager conducting the evaluation.
The one being reviewed feels stress and pressure because their raise, bonus or even job is on the line if the review goes poorly.
The one conducting the review feels stress and pressure knowing the person they will be reviewing is stressed and because they will have to enter into what could be a most uncomfortable conversation.
But performance reviews can be and should be seen as a great communication vehicle that can be revealing to both parties. If done effectively they can garner information which can benefit both parties and lead to better understanding of roles, duties and the successful execution of them.
If you want to conduct a productive performance review keep these five “C’s” in mind: Clarity, Communication, Collaboration, Culture, Conclusion
Be clear on your intentions for this review. And be clear on what you want to ask and the agenda you want to follow.
Make sure the employee being reviewed is clear on the intentions for the review as well. Just knowing what to expect can allow for a more relaxed and open atmosphere and alleviate some of the stress between both parties.
Many times, the outcome of a performance review can make someone feel like they were being interrogated. Questions need to be asked and answered. But it should come through a conversation rather than a one sided interview. A true conversation involves talking and listening. And some of the best information that can come from a conversation comes through listening.
Sometimes the best ideas and outcomes come through a combined effort. If something is being done contrary to how it is usually done, find out why. You might just find that it is working more efficiently or effectively or you can further explain why it needs to be done the way it's been taught. Either way, you will have addressed the issue in a positive way and set the stage for how to move forward in the future.
What is the culture of your business or of your department? And are those under your management aware of its importance? If not, a performance review is the perfect time to go over the mission statement, values and culture of the company. Sometimes, it becomes clear it just isn't a right fit. And that’s ok. It’s good to know as soon as possible. Someone not adopting or adapting to the culture of the company. can often lead to breakdowns in communication, objectionable interaction with co-workers and an unpleasant work environment for everyone.
Be sure to outline the next steps you expect at the end of the review. Go over your notes and come up with an action plan that is clearly defined with a deadline attached to it. So, it can set the tone for the next review.
These are just a few suggestions that can lead to effective performance reviews.
Which tip resonated with you the most?
Or what other tips would you add?
We would love for you to join the conversation.