It’s performance review season, and you know the drill.
Fill in those long, tedious performance documents, drag each of your direct reports into a conference room for a one-on-one, hand them the performance document, and then start the same, tired conversation.
Say some positive things about what the employee is good at. Then some unpleasant things about what he/she’s not good at. End with some strokes of his/her ego to try to end on a positive note.
The result? A mixed message that leaves even your best employees feeling disappointed, and results in little (if any!) change in attitude, behaviours or performance.
ABANDONING TRADITIONAL SYSTEMS
Industry leaders such as Microsoft, Adobe, Motorola and Accenture have abandoned the traditional system.
Adobe calculated their annual reviews required 80,000 hours. The equivalent of 40 full time employees. Internal surveys revealed that employees felt LESS inspired and motivated following their review. The departure of good people actually INCREASED!
With 70% of corporate employers either reviewing or updating their performance management approach, the question becomes – what do you need to replace it with?
THE FUTURE OF PERFORMANCE MANAGEMENT
Smart companies recognise the difference between a performance management system and having conversations that genuinely improve performance.
These companies have woken up to the fact that it’s the conversation, rather than the system, that makes the difference.
So, they are shifting their attention to equipping their managers to have effective ONGOING conversations. This is crucial to developing excellence in their people.
Such conversations can at times be sensitive or difficult. As a consequence, they are often avoided. This is ALWAYS to the detriment of the business. Mediocrity continues or arises as a result of a tough conversation someone didn’t have.
GET THE RESULT YOU WANT
Don’t spend December and January dreading Performance Reviews with your team.
Find out how to have the conversations you need to have, and get the results you want rather than the reaction you fear.
Learn how to:
- Give honest feedback without the person becoming defensive or emotional
- Set clear and meaningful development goals with your direct report
- Ensure they are motivated to achieve these goals and take accountability
- Ask the right questions, in the right way, to keep your best talent