Improve Your Performance Review

Improve Your Performance Review 


Most organisations complete regular performance reviews with their employees. The performance review is designed to boost the employees motivation by highlighting their strengths while at the same time putting in a plan of action to help the employee to overcome any working barriers.

In this instance the performance review should be a positive experience, but for many employees they see the performance review as a negative experience. This is often because managers are not trained in coaching employees, and a performance review is in essence a coaching session.


3 steps to perform better in the performance review


1. Preparation for Performance – Most employees see the performance review as a dreaded task, where the employer will pick out the employees weaknesses, which can only result in the employee nervously answering the questions sometimes lying about their performance to get a more positive review. In a team meeting explain what will happen in the performance review, how you will look at the employees strengths and skills, that the employee will be given a chance to discuss what would make them more happy and motivated in work, explain that the employee will have a chance to discuss what training they require and where they want to progress to in the business long term. In short, you need your staff to see the review as a positive session, so many business will use the performance review as a tool for redundancy criteria or as a tool that can affect the employees bonus – this can only result in an unrealistic session, the key to a performance review is honesty, the employee should be able to say what they like without it affecting their future at the company, this way the employer will end with a stronger workforce


2. Solution Focus –  many mangers are trained to coach their employees asking questions such as “why did that go wrong?” negative questions can only end with the employee feeling accused, worthless and unmotivated. Using solution focus questions such as “what would you do different next time to get a better result?” allows the employee to feel valued, confident and open. This will lead to the employees having an action plan to follow increasing their work output, while feeling positive and motivated.


3. Venue – in the workplace rooms are often unconsciously allocated a feeling. “The dreaded bosses office where people go when their in trouble” the performance review should be delivered in a neutral room, where the “power chair” (the bosses chair) has gone. This allows for a more relaxed air, and it is important that phones are turned off and a “do not disturb” sign is placed on the door – this rule sounds obviously but is rarely followed

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