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Four strategies for an engaging and effective performance review
24 July 2023
Performance reviews are pivotal moments in the professional journey for both employers and employees. These conversations hold the potential to shape careers and drive organisational success. To transform these reviews into impactful experiences, we present four powerful strategies tailored to enhance effectiveness and engagement in the business environment.
1. Set clear expectations from the onset
At the commencement of each year, seize the opportunity to establish clear expectations for your employees. Define targets, key performance indicators (KPIs), and performance plans that align with their roles and responsibilities. This framework creates a solid foundation for evaluation and accountability.
Furthermore, invest time in understanding your employees' career ambitions. Engage in conversations to explore their long-term goals and aspirations, seeking ways to align their professional experiences with their career plans. This not only fosters their growth but also showcases your commitment to their development.
To promote a focused and productive dialogue, provide employees with a copy of their appraisal before the review meeting. This allows them to review the document, collect their thoughts, and arrive prepared for a constructive business conversation rather than a potentially emotional one. Granting this preparation time creates an environment conducive to meaningful and objective discussions.
2. Thorough preparation for maximum impact
To ensure impactful performance reviews, dedicate ample time to thorough preparation. In the weeks leading up to the scheduled review, request employees to share examples of their proudest achievements from the past year. Encourage them to provide specific instances where they excelled or made significant contributions. This approach sets a positive tone for the review and underscores their strengths and accomplishments.
As the manager, review any notes you have maintained throughout the year pertaining to each employee's performance, milestones, and challenges. Seek feedback from relevant managers or team members to gain a comprehensive understanding of each employee's performance from diverse perspectives. This broader view enables you to provide well-rounded feedback during the review, facilitating a more accurate evaluation.
3. Strike the right tone
Effective communication is central during performance reviews, and striking the right tone is pivotal. Rather than adhering to the outdated feedback sandwich approach, which involves sandwiching positive and negative feedback between compliments, aim for clarity and consistency.
When addressing high-performing employees, center the conversation on acknowledging their strengths and achievements. Discuss their exceptional performance and the positive impact they have made. By recognising their contributions, you motivate and inspire them to continue excelling.
In dealing with underperforming staff, adopt a direct and honest approach. Avoid sidestepping the discussion of their shortcomings. Use this opportunity to address their underperformance directly and request improvement. Evading the issue only hampers the employee's growth and inhibits the organisation's progress. By confronting the problem head-on, you demonstrate your commitment to their development. Offer specific feedback and guidance on areas for improvement, outlining actionable steps they can take to bridge performance gaps.
4. Coach with a constructive approach
The performance review is an ideal moment for coaching and development. Engage in open and meaningful conversations with your employees, regardless of their performance level.
For high-performing employees, go beyond providing feedback and delve into their aspirations, challenges, and areas for further growth. Encourage them to share their thoughts on their current trajectory and create an environment where they feel heard and valued.
When delivering feedback, employ the STOP, START, and CONTINUE model for both high and low performers. Identify behaviours or actions that need to be discontinued or modified, highlight effective practices that should be continued, and suggest new strategies or approaches they can adopt. This method offers employees a clear roadmap for improvement, aligning their actions with their career objectives.
Remember to focus on behaviours rather than character flaws. By emphasising specific behaviours tied to outcomes, you maintain an objective and constructive feedback approach. Provide guidance and suggestions on how employees can develop the desired behaviours and skills necessary for success in their roles.
Lastly, if salary discussions are included in the review (although it is recommended to hold a separate meeting for this purpose), address them at the beginning of the conversation. By addressing this topic early on, you eliminate distractions and enable the employee to focus entirely on the review itself.
By implementing these four powerful strategies, your performance reviews will become engaging, effective, and meaningful experiences for both employers and employees. These strategies will foster growth, improve performance, and contribute to a positive and productive business environment. Embrace these strategies to unlock the full potential of your team and drive success in your organisation.
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Disclaimer
The information provided in this article does not constitute advice. The information is of a general nature only and does not take into account your individual situation. It should not be used, relied upon, or treated as a substitute for specific professional advice. We recommend that you contact Brentnalls SA before making any decision to discuss your particular requirements or circumstances.
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