Performance Preview: A Better Approach

  • Virtually everyone wants to succeed at their job - if only to avoid getting fired.
  • A majority of employees actually WANT constructive feedback more than just praise.
  • 42% of Millenials WANT feedback at least weekly, but 83% say the feedback they get is not helpful.
Managers don't like giving annual performance reviews, especially if the information is negative.

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How can we get rid of the disconnect? Here are the takeaways:

  • Constructive feedback is giving information that makes the job more efficient, easier, or produces better outcomes. It is GOOD news for employees, and is an essential part of ongoing employee training.

  • Constructive feedback is two-way: You AND your employee working together to improve outcomes.

  • The most effective feedback is frequent - i.e. weekly.

  • Studies show that when employees are NEW and insecure in their job, they find praise helps their productivity more than constructive criticism. However, as they become more confident in their job, constructive criticism becomes more important than praise. So the emphasis of your feedback needs to change depending on how experienced the employee is.

  • Performance previews are more effective than looking back.

    "A much smarter idea [than a performance review], is to look forward, and define goals that you want to hit, that are aligned with the company's core values, and then have regular check-ins to see how you're doing on meeting those goals." .... UCLA professor Sam Culbert, author Get Rid Of Performance Reviews

To summarize, you and your employee should set specific goals in advance, train and coach to meet those goals throughout the year, and use the year-end process to set goals for the next year.

Questions to help start a two-way conversation:

  • What do you think customers say about our business?
  • If you were the CEO, and could make all the decisions, what would you do and why?
  • If you could change one thing about the way we do things here, what would it be and why?
  • How would you want to be rewarded for good work?
  • What don't you like about my management style?
  • What can I do to make your job better?
  • What's the biggest issue in your job?
  • How can we make work more enjoyable?

Source and more information: Employee Feedback: The Complete Guide