By Robin Perry
There are lots of reasons a performance review happens to an employee rather than with an employee leaving them to feel frustrated rather than motivated by the process. One such reason is the performance review document. A necessary tool to support the process in most companies, but as effective leaders know, not the goal of the review process.
One simple step you can take to keep the review from focusing on the document is to adjust when you have the employee read their review. Many managers, bring the document to the review meeting and “talk the employee through” what they have written. Let’s look at this from the employee’s perspective – they are trying to capture all that you are saying and read the document as you talk through it. This leaves them unable to pay attention to you or the document 100% – and makes it almost impossible for them to engage in a productive conversation.
Take these steps:
- Give – Give the review document to the employee to read before or after the meeting. Let them know you want to make sure they have time to review the document and prepare for your conversation. Or give it to them at the end of the conversation as a follow up to insure that it captures the key elements of your conversation.
- Prep the Employee – Prep the employee ahead of time with topics and questions you want to discuss that are captured in the review.
- Prep Yourself – Prepare for the review conversation focusing on the key message you want the person to walk away with – then plan your conversation to highlight these items. Practice makes perfect.
Remember – one size doesn’t fit all – so customize how you approach this process with each person, focusing on engaging each person in the process with you.
Coaching Thoughts – For You and Your Peers
- How much time do you spend on writing each performance review? How much time do you spend thinking through how you want to have the conversation?
- What do you want each employee to “take away” from their performance review this year? What do you want to take away from each conversation with each employee?
