Business owners typically don't like to do employee reviews. They can feel overwhelming to prepare. Some of the businesses I work with use systems that score performance in a variety of categories. Others want me to let them off the hook to do them (I don't let them, I promise), others try to postpone them as long as possible, and some just don't know where to start. Start here: employee reviews and compensation increases do not go hand in hand! Unfortunately, in many companies, the review happens once a year and occurs in tandem with compensation increases. But what happens when because of your business conditions, the economy, the employee's performance or for any other reasons, there will be no increase. Does this mean that you don't do a review? Of course not. Feedback is important - your employees need to know how you think they are doing. If you evaluate there are performance issues, the annual review shouldn't be the first time an employee hears about it. But we'll save that topic is for another day. As important, you need to know how they think they are doing. You can skip a long list of categories to rate by using this 4 question format.
Ask your employee to answer these questions prior to the review and give to you. Then, when you answer the questions also, you can use their answers as a baseline and create the framework for your discussion:
• How are you doing?
• What are you most proud of since your last performance review?
• What is your biggest challenge right now?
• How can I help you?
Your employee will identify his/her own strengths and weaknesses and in many cases will be much harder on himself/herself than you would ever be! This makes it easier to provide your input. You'll be coaching to get the behavior you desire rather than criticizing. The first time you try a process like this it might seem as though it is too simple to be effective! But after a few times, it will become a low-stress, high-return habit (you'll be growing as a leader). And you'll notice the benefits immediately. You'll both have more clarity about your company goals and how they need to be achieved. Remember, you are providing feedback to your employees because you want them to succeed. I bet you'll find this format manageable enough to use on a regular basis to give and get performance feedback from your employees. Let me know how it goes!
Ask your employee to answer these questions prior to the review and give to you. Then, when you answer the questions also, you can use their answers as a baseline and create the framework for your discussion:
• How are you doing?
• What are you most proud of since your last performance review?
• What is your biggest challenge right now?
• How can I help you?
Your employee will identify his/her own strengths and weaknesses and in many cases will be much harder on himself/herself than you would ever be! This makes it easier to provide your input. You'll be coaching to get the behavior you desire rather than criticizing. The first time you try a process like this it might seem as though it is too simple to be effective! But after a few times, it will become a low-stress, high-return habit (you'll be growing as a leader). And you'll notice the benefits immediately. You'll both have more clarity about your company goals and how they need to be achieved. Remember, you are providing feedback to your employees because you want them to succeed. I bet you'll find this format manageable enough to use on a regular basis to give and get performance feedback from your employees. Let me know how it goes!
No comments:
Post a Comment