I think it's fair to say that many people don't approach their quarterly / annual / 'has it been 5 years already?' review or appraisal meeting expecting the experience to be wildly motivational. Often past experience has taught them that this meeting is a box ticking exercise, something that the wise guys upstairs have thought up for reasons best known to themselves. And yet the performance review or appraisal meeting gives you, as a manager, a platform from which to address a whole range of motivational needs and, done well, this meeting has the potential to seriously improve both your relationship with your staff and their motivation
Here are three simple ways to 'boost' your meetings by making them more motivational
1. Ask the staff member what they want to achieve
How about asking them these questions;
'what would need to happen for our forthcoming performance review / appraisal meeting to be really useful and motivational for you?'
'what do you want to achieve from the meeting?'
2. Help them to prepare
The second way to improve the experience is to ensure the staff member has time and support to prepare for the meeting. The reasons for doing this are;
• It brings a more balanced view
• It's fairer
• It makes the meeting much more of a two-way conversation
And it's this final point which is so important. The more preparation you can encourage your staff member to do, the more likely it will be that you will have what I would call an 'adult to adult'
conversation. Two colleagues working together to share information and draw conclusions rather than a parent / head teacher telling a child what they've done well and what they've done wrong. Not a good look, but I have seen it happen.
3. Put them first
Of course your staff member will want to know how you view their performance and most people are hungry for accurate, objective feedback. But people also have a real need to be listened to. The easiest way to achieve a balance of the two is to ask for the staff members input first. So;
• The staff member's assessment of their performance against the agreed objectives and standards
• The staff member's view on the validity of their current objectives and any changes that need to be made
• The staff member's assessment of their development needs and how these can be met
• The staff member's assessment of their satisfaction needs and how this can be maintained or improved
The idea here is that you build upon the staff member's assessments and ideas by; listening, questioning, possibly challenging and then sharing your own feedback and ideas.
Summary
I hope you agree that the above ideas are not complex or difficult to apply. I do promise you that if you apply these simple techniques your review or appraisal meetings they will significantly the motivational element of those meetings - a real boost.
Here are three simple ways to 'boost' your meetings by making them more motivational
1. Ask the staff member what they want to achieve
How about asking them these questions;
'what would need to happen for our forthcoming performance review / appraisal meeting to be really useful and motivational for you?'
'what do you want to achieve from the meeting?'
2. Help them to prepare
The second way to improve the experience is to ensure the staff member has time and support to prepare for the meeting. The reasons for doing this are;
• It brings a more balanced view
• It's fairer
• It makes the meeting much more of a two-way conversation
And it's this final point which is so important. The more preparation you can encourage your staff member to do, the more likely it will be that you will have what I would call an 'adult to adult'
conversation. Two colleagues working together to share information and draw conclusions rather than a parent / head teacher telling a child what they've done well and what they've done wrong. Not a good look, but I have seen it happen.
3. Put them first
Of course your staff member will want to know how you view their performance and most people are hungry for accurate, objective feedback. But people also have a real need to be listened to. The easiest way to achieve a balance of the two is to ask for the staff members input first. So;
• The staff member's assessment of their performance against the agreed objectives and standards
• The staff member's view on the validity of their current objectives and any changes that need to be made
• The staff member's assessment of their development needs and how these can be met
• The staff member's assessment of their satisfaction needs and how this can be maintained or improved
The idea here is that you build upon the staff member's assessments and ideas by; listening, questioning, possibly challenging and then sharing your own feedback and ideas.
Summary
I hope you agree that the above ideas are not complex or difficult to apply. I do promise you that if you apply these simple techniques your review or appraisal meetings they will significantly the motivational element of those meetings - a real boost.
From Joan Henshaw, The Managing Employee Performance Coach
Article Source: http://EzineArticles.com/4717791
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