The annual performance review is dead. Or at least it should be!!
Not only are these meetings stressful for both the manager and the employee, they are ineffective for measuring the successes or failures of the staff member, or for encouraging positive change. Instead, managers should host frequent feedback and coaching sessions throughout the year to maintain an open, trusting relationship, and to promote effectiveness year-round. Managers should employ these four tips to foster a stronger relationship with their direct reports.
- Create Continuous Feedback Loops: There should be no surprises in a performance management review cycle, and continuous feedback loops help to keep everyone on the same page. The feedback loop between the manager and direct reports must be active throughout the year so when the manager has a concern about an employee’s performance, it will be addressed immediately. Likewise, successes should be acknowledged and celebrated when they occur. The manager should follow up from the review with the appropriate training or coaching to help that individual improve.
- Praise Good Work: When an employee is doing good work, managers should provide positive feedback immediately. This helps to reinforce to staff that it is this is the kind of work that’s appropriate and will help to solidify the habit.
- Include Strategic Initiatives In Feedback: The feedback loop needs to include context that reflects the organization’s strategic initiatives and any changes or decisions made by the manager that impacts the employee’s work.
- Remove Compensation Discussions from Performance Reviews: Managers can keep performance reviews focused and on-track by removing compensation discussions from these meetings. This strategy serves to minimize stress: performance reviews can be difficult enough on their own without the added factor of compensation. A manager should elect to host two meetings: one for performance and one for compensation.
When a manager opts to host frequent performance feedback sessions, the meetings become less stressful, and the relationship between the manager and his or her subordinates improves. These four tips help managers to host effective performance reviews that are focused on improving employee productivity, minimizing inefficiency and cementing positive behaviors. A trusting relationship between managers and staff means better communication and a more satisfied, united team – which helps the organization as a whole become more successful.
