A Better Way To Approach Annual Performance Reviews

The annual performance review can lead to feelings of dread and is often viewed as looking at the past instead of planning for the future. How, then, can companies change the annual review to be a positive, forward thinking evaluation of an employee’s performance?

Try approaching performance appraisals, not as a once-a-year event, but rather as a continuous, ongoing coaching process during the entire year. This is a 180° turn from how it is currently handled in most companies.

Instead of reviewing the past, companies should encourage their leaders to regularly sit down with their employees in casual, non-stressful situations to give feedback for situations as it’s needed.

THIS “COACH APPROACH” FOCUSES ON:

1. Where the employee is currently at in their career and where he/she wants to be.

Ask the employee what their career goals are, where they want to be next year, what they are doing to reach their goals, if they participate in or desire leadership training, and other similar questions.

2. How the employee is performing in their current position.

Discuss current projects and job responsibilities. Compliment them on successes and validate their efforts. Discover what areas they want to further develop.

3. What obstacles or roadblocks the employee is tackling on current projects.

Find out what frustrations your employee faces while trying to complete current projects and goals. Coach them to come up with ideas on how to resolve these difficulties through their own initiative.

4. Who the employee can go to for answers, mentoring, support, and assistance for their professional development as well as for completing projects.

Show your support by assisting them with ideas of where they can get help and answers to help them resolve issues and meet their goals.

5. When you will meet next.

Always end your current talk with an idea of when you can get together next.

If managers and leaders focus on spending a little time each month with their team members to ask the above questions, it will foster a sense of trust, support and motivation. The employee will feel a sense of engagement with their boss and that he/she truly cares about them as a person, not just for what they do in their role.

These one-on-one conversations between leaders and their employees helps managers stay current about projects as they happen. It is a proactive approach instead of a reactive one like traditional performance reviews.

CONSISTENT COACHING FROM THE LEADER TO THE EMPLOYEE PROVIDES CONSTRUCTIVE FEEDBACK IN A TIMELY MANNER, LEVERAGES RECOGNITION OF THEIR ACCOMPLISHMENTS AND ENABLES BOTH THE BOSS AND THE EMPLOYEE THE ABILITY TO UPDATE OR CHANGE GOALS QUICKLY.

Make time in your schedule this week to recognize someone who is doing a good job, coach an employee about resolving an issue and identify new goals for someone who needs a bigger challenge. You will be laying the groundwork for positive coaching interactions with your team now and for future success.