Motivation, Retention, Engagement and Improvement
Are your managers ready for mid-year performance reviews?
Generally, it’s a time of high anxiety and consternation for both managers and employees because performance review conversations range from painful to meaningless (assuming that they happen at all). So often, the experience doesn’t deliver for the individual, the manager and ultimately the organization. You can’t help but wonder why you bother with the paperwork/dashboard update.
As managers it’s important to understand that performance reviews are not about the “number” or the “rating” nor are they about the past. They are best (more impactful, more meaningful) when they are a conversation about the future. Once you’ve determined an individual’s “rating” that’s the heavy lifting – committing to a number or word or whatever it is your performance management system is set set up to acknowledge. And here’s where it all goes wrong. We spend the rest of our effort validating, defending or rationalizing that decision. We spend all our energy focused on the past.
Why?… It’s over. Performances were delivered, decisions were made, results are in.
What we should be talking about is how we’d like to change and improve how we perform going forward. In fact, we should stop calling them “reviews” because that’s indicative of the past. Maybe we should start calling them “performance analysis” or the Annual or Mid-Year “Sit Rep” (“Situation Report.”) The key thing is, performance reviews provide the necessary context to dive into a deep discussion about the next six months and how we can bring it around, or sustain the outstanding, or effectively challenge ourselves. If we never spend any energy on the next six months, how can we expect to achieve anything different, let alone better?
If you’d like to learn what would constitute a better performance review, Please Contact Us.
The Performance Conversation –
Components of a Better Formal Review Discussion
Annual and Mid Year Performance Reviews are only a small part of the performance conversation your management team should be having.