Managing tricky performance review conversations

During our Coaching Café this week we continue our conversations around getting ready for annual performance reviews. Over the past couple of weeks, we’ve looked at key tips. In particular, a framework to set those conversations up for success. This week we turn our attention to the trickier performance conversations.

Listen to the Coaching Cafe podcasts

We hear your frustrations

We were recently asked by a frustrated manager:

‘What do you do about the people who don’t have goals? Don’t really care? Aren’t prepared or are just working out to retirement? You have to write something on the performance review form!’

This is where coaching really comes in handy. Furthermore, at Open Door we want you to get on the front foot. Therefore, in our Coaching Café this week Natalie and our Resident HR Specialist, Paula-Jones Hunt turn their attention to the trickier conversations and how a coaching approach can work.

Why are the conversations so important?

This research from Gallup sums up why these conversations are so important. Employees are more likely to be engaged. And a strengths-based approach assists in overcoming the flaws of more traditional approaches of talking and telling.

Paula talks about things that we have control over in an organisation and things that we don’t. An employee could be disengaged with the organisation, but respect their manager. So the one thing that managers do have control over is the really great conversations they are having with their teams. These conversations have an impact on the engagement scores we see above. Furthermore, the annual performance review is a chance to reinforce these conversations.

But what makes performance conversations really tricky?

There are two sides of the coin to this question.

From the manager’s perspective, it is not unusual to find that an employee is over-rating their performance. Or they are unmotivated or uninterested in setting goals. So the manager feels that they are responsible for completing the review – putting something in those boxes. Add to that, that the managers are not necessarily skilled in having quality conversations and the task just becomes more difficult.

On the other hand, it is also not unusual for an employee to have to have a performance review with a manager who ‘has no idea what they do on a day to day basis’. Or they only hear from their manager if the manager wants something. They are are not feeling valued, and maybe on top of that they are overdue for a pay-rise they believe that they are owed. These bad experiences lead to difficult conversations as well.

It all comes down to conversations

As we have emphasised, it all comes down to regular quality conversations. Importantly, these conversations need to be happening throughout the year. Asking good coaching questions really helps. It gives the conversation a focus and direction. Actions are taken out of those meetings and followed up. In addition, feedback can be given. Issues or conflicts can be resolved before they get out of hand. Expectations and goals can be set together.

Whether you are involved in developing annual performance systems. Or coaching managers. Perhaps you are a manager embarking on the annual performance review season? Or getting yourself ready for your own performance review? We can all benefit from coaching conversations.

Listen to the podcast to learn more.

FREE Coaching Cafe Webinar

Every week our team of experts present “Coaching Cafe” webinar with topics for Managers, Leaders, Business Owners, and everyone who wants to be a better workplace coach, leading their teams to higher productivity, better outcomes and a happier, healthier workplace.

Join us this Friday for FREE. Register now.

Our programs

Coaching Culture Certification

Advanced Coaching Certification

Certificate IV in Workplace & Business Coaching

Coaching course Certificate IV in Workplace and Business Coaching (10834NAT)

Diploma of Organisational Coaching

Leader as Coach

WHAT OUR CLIENTS ARE SAYING

Using the ZOOM meeting worked really well including the breakout session. A terrific and engaging course, I enjoyed it immensely.

Helen Innes

I loved it! It gave me everything I was hoping for (confidence, a framework and many lenses to consider) and more!

Sarah Woodcock

It is an excellent program that can be adapted to any area of a workplace. It will assist me with all my communications with other people, delivered by a very passionate facilitator, easy to listen to, flexible and attentive to the class. I am thoroughly energised by what I have learnt so far.

Alexandra Kirk

This is the best program I have ever participated in. The Friday webinars have been great to help me embed the information I have learned. I am really appreciative of everyone that works at Open Door Coaching and the care and effort they put into helping everyone that joins the program.

Amy ShieldsVictoria

My workplace skills and capabilities have taken a very positive turn. Where I would get exhausted or overwhelmed by difficult work relationships, I now am equipped and confident to manage these relationships and use some of the models I have learned to get positive outcomes in our interactions.

Rebecca BlurtonNew South Wales

I thought the online format via ZOOM worked well and for people outside of capital cities, it is a much more affordable and less disruptive way of undertaking the training.

Steven FordNew South Wales

The course has really enhanced and further developed my skillset. What a phenomenal four days for the Zoom face to face part of the course and amazing, quick turnaround on assessment of online modules.

Mike WilliamsonVictoria

I have confidence in my ability to coach others. My skills have grown significantly and I am so much more conscious of not responding to my team with solutions with a great toolkit to support me. This coaching course has changed my behaviour significantly and positively in my life. Where once I loved solving others problems I now love seeing others solve their own problems.

Sarah ProudfordNew South Wales

Great work, this course is amazing and definitely supports me in my goals. I have always wanted to make a difference and found coaching to be more beneficial than mentoring to support an individual to take responsibility for their own development and to move forward in their goals.

Royston DouglasNew South Wales

Since starting the program, my work role has not changed, but I have developed as a leader in my ability to develop myself and others. I developed an ability to detect “below the line” thinking, and to develop narrative to move above the line. My listening and questioning skills have grown, and my ability to detect opportunities for growth in self and others.

James Blagg South Australia

I feel I have the skills to better lead, manage and coach people in the workplace. The communication skills I have learnt have assisted me in my communications and have improved my relationships at work and home. I thought the program was great. It was challenging and a lot of work. But in the end there were real and useful learning outcomes. I really enjoyed this course and got a lot out of it. It provided me the opportunity to grow personally (the most important output) and gave me some very useful coaching skills

Campbell SmithVictoria

I have grown in confidence and started the journey of becoming a coach. The course provided me with some excellent theory and practical components which have worked together well in helping me along the journey. I now have greater confidence and much better listening skills. I’ve learnt what active listening actually means. The higher level of confidence has allowed me to develop my coaching skills at a faster than expected rate.

Gary MottQueensland

My approach to all personal and professional discussions and my confidence has grown with what I have learnt from the program. I truely believe this program has changed my approach to all I do. I believe I have enhanced my communication and how to read and interact with different personalities types, listening with purpose and communicating with intent to learn and grow others.

Trevor SchollVictoria

I can see the benefits and knowledge and skills in coaching and can see its benefits in self coaching, one on one coaching and team coaching as well as in everyday conversations and conflict resolution. The face to face program and online program is excellent. I have completed various vocational and post graduate study courses and this is the best so far. Natalie Ashdown is an inspirational coach and trainer. Her teaching methods are engaging and very effective. Brigitte Calvert always completes assessment reviews speedily and the feedback was excellent and assisted in the learning process.

Amanda BanksACT

I am now comfortable coaching. I see lots of opportunities and I have realised that I have many skills. I have a greater awareness of serving the higher needs of all within my interactions. I am much better at posing appropriate questions to foster internal reflection. I think it is an excellent program.

Belinda BeattyWestern Australia

I’ve learned a lot about myself and how to conduct conversations and am now confident to be able to perform a coaching session and have enjoyed a new sense of learning since commencing the course.

Melissa HennessyACT

The program enabled me to reflect upon and identify HOW I coach. Throughout the assignment work I revisited my other training guides and has reinforced what I already knew, and also refreshed my knowledge of my coach training. I have a greater awareness of the theory and techniques that I use in my coaching practice each day . My coaching is much more effective as I am spending more time on the issues below the surface which is providing greater value and benefit to my clients.

Gaye KuelsenQueensland

I am now confident in holding coaching conversations with people. Not only am I able to set up a coaching business, but also my listening skills have improved immensely. This helps me in my business and my sales calls.

Annelou JansenVictoria

I have new skills to use professionally and personally, particularly regarding active listening, powerful questioning and a range of excellent materials to draw upon and reflect upon.

Tui DavidsonACT

My attitude towards leadership coaching has changed greatly. I used to “teach” leaders how to manage people but now I use coaching to develop leaders’ skills. Whenever staff or managers come to me with a question, problem or issue, instead of giving them the answers, I coach them by asking the “who”, “how” and “what” questions. I have coached staff and managers through performance reviews, career development and employee relations issues.

Xiao YuVictoria

Totally loving using my new coaching skills in the workplace. Staff are delighted with how I am helping them to solve their own problems. Absolutely loved the course! Would recommend it.

Natalie MayNew South Wales

I’ve definitely grown personally as I’ve learnt new communication skills. I’ve started employing those skills in everyday work situations. I’m leading the way for my unit in adopting a coaching culture.

Anthony PalmerVictoria

The way I view things has changed from trying to provide answers to helping people find their own answers. I have improved my listening skills and allow space for other’s answers.

Raymond SevilleQueensland

Previous Next