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A better way to conduct a performance review

In our ever-evolving and increasingly hybrid world of work, the approach to a performance review is undergoing a significant transformation. Gone are the days when evaluations were solely results-oriented, focusing narrowly on the outcomes without considering the broader spectrum of an employee’s contributions.

Here are 3 elements to account for when conducting your next performance review:

1) The HOW: Optimizing the resources available to your staff

This is often the most challenging feedback to provide to an employee in a performance review, especially if they’re a top performer. They’re usually set in their ways because the methods and systems they currently use are already getting them the results they want.

The best way to help them broaden their horizons and be more receptive to changing how they approach their tasks is to focus on how much more they could accomplish. High achievers are always searching for the next carrot to chase, and it’s crucial to highlight that every new “level” they want to reach requires an expansion of their existing skills, work ethic, and mindset.

2) The WHY: Align feedback with your company’s vision and your employee’s motivations​

Oftentimes, employees get caught in the weeds of their daily tasks and lose touch with the purpose that their work serves. In these instances, it’s helpful to begin the performance review by asking your employee if they feel like they’re adding value with the work they’re doing. Remind them of the specific goal that their role contributes to, and then allow them to share whether or not this objective is apparent in their day-to-day responsibilities.

You can take the conversation a step further and ask them if this is the type of objective they want to be contributing to in their role. You might find that they’re seeking to add value in a different way that is more aligned with their strengths and motivations. If there’s flexibility in their role, then this is an opportunity to make small changes so that their values and their work become more in sync.

3) The WHAT: Capitalize on strengths to maximize their potential

When conducting a performance review, it’s crucial to offer your observations of your employee’s strengths and highlight where you believe they really shine. Not only will this encourage them to double down on these strengths, but it will give them the confidence to take more initiative and continue to hone these skills.

Once you’ve acknowledged their unique talents, the next step is to share what you believe they’re capable of and WHY you believe they’re qualified to meet these expectations. Top performers always want a challenge, but in order to actually go after it, they have to feel supported and confident that they can deliver.

Learn more: For additional details on each of these elements, click the button below to read the full article on my blog:

Things I found helpful this week:

• This Harvard Business Review article that outlines how the key to effective feedback is dependent on building trust with your employee.
• This LinkedIn post from Chris Donnelly where he highlights how introverts are actually more effective leaders than extroverts.
• This quote: "Don't measure your progress using someone else's ruler." - Brian Aspinall

I hope you found something helpful or insightful here - please reply back and let me know what topics you’d like me to cover in future issues. See you next Thursday!

-Anais

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