As we end the first quarter of 2020, what steps have you taken to help your employees grow? I don't know about you, but annual review time for me has always been a burden and it stresses everyone out during the review week, employees as well as management, especially if your company does year-end reviews only. What will surprise most of you, many supervisors don't even do them correctly. Many just want to check the box and move on to the daily job at hand. Annual reviews are outdated, so be the voice at your company to create a new culture! Each organization has to be creative as to what works for them, but don't accept status quo just because "we've always done it that way", don't be scared to challenge your culture. During the last year I've seen more organizations that are going to quarterly reviews and even some going to monthly 30 minute one-on-one check-in meetings. Don't be afraid to work with your employee base to see what they fill is the best! Giving them a voice helps them buy into the change.
Let's first start with the rule number one of evaluations: no employee should ever receive an evaluation that surprises them ... good or bad. Sorry, but if the employee finds out for the first time of their inadequacies while sitting in the review, you've failed as a manager. During the monthly/quarterly review model you can help coach and develop them in overcoming those shortcomings. Actions plans can be created to help correct the failures quicker and more efficiently. If the shortcomings don't start to correct themselves over time, you may have an employee who will decide this is not the place for them. This allows you to start the process sooner rather than later for finding the right fit for the job. Same applies to an employee who has done an amazing job on a project or an overachiever, give them the accolades in a more timely manner and help them grow their role in your company. This just helps your good employees want to succeed even more, which in the end benefits you and the company. By doing more frequent check-in sessions, you don't have to recall everything that happened in Q1 & Q2 of the year. This makes everyone in the process more effective in recalling the entire year.
Managers, don't be lazy and cheat your employees of honest feedback. The majority of your employees wants feedback. Even if you have a great employee, they want to know that you think they are hitting the marks of success. Don't go into the meeting saying "you are doing great, there is nothing to improve on." This is defeating to the employee who wants to know you're invested in seeing them succeed and grow. Remember you were in that position at one point and someone mentored you to get you to the level you are now.
Lastly, a great tip is to have your employee follow the monthly/quarterly check-in by sending you discussion points from the meeting. This helps ensure everyone heard the same message during the meeting and will continue to grow them into the best employee they can be for your company. When everyone knows the end goal, success is much easier to measure!
Shawna McKnight said "When feedback is included as part of regular, ongoing performance discussions throughout the year, the employee, the manager and the organization are better off."
Reach out to me so I can help you with creating your performance feedback program and review forms. This is about giving your employees a reason to choose your business! Give me a call to help your culture become more engaged.
Comments