Listen to the Coaching Cafe podcasts
Change your mindset
Tip 1 is change your mindset. The annual performance review season means trying to schedule in appointments with the team. Furthermore, meeting the demands from HR Managers to submit reviews by deadlines. There’s a collective ‘groan’ around the office. Thinking about how the reviews is a requirement on top of everything else that we must do. In addition, for many people, assisting managers to have good quality conversations.
With this in mind, our first tip is: change your mindset. We think about these conversations with a growth mindset. A chance to reflect, grow and develop people. In addition, an opportunity to shift, lift and raise performance. That mindset sets the conversation up in a positive way. And the research supports a strengths-based approach. Just take a look at the statistics.
Brandon Rigoni and Jim Asplund, ‘Global Study: ROI for Strengths-Based Development’, 2016.https://www.gallup.com/workplace/236288/global-study-roi-strengths-based-development.aspx
Move away from annual conversations
Tip 2 Moving away from annual conversations is our tip 2. It will come as no surprise that performance conversations should not be just a once-off event. Yet we can’t believe how much focus is put on the annual event. Rather, think about the performance conversation an opportunity chance to summarise the discussions that have been held throughout the year. A rolling series of discussions tells people that they are valued. And addresses any changes that are needed. With this in mind, the annual discussion becomes a straight-forward event. Importantly, an event that is focused on the person, not the process.
We focus on this in our Coaching for Performance Conversations workshops.
Give it the focus it deserves
Tip 3 An obvious tip 3 is give the conversation the focus it deserves. Importantly, this means, give the person the focus they deserve. Not just the process. In addition, preparing. Furthermore, scheduling the time and not re-scheduling the meeting. In addition, reflection and summarizing the points of the conversation. Importantly, the focus needs to come from the team member AND the manager, not just one or the other.
Tip 4 We are convinced that tip number 4 is very important: the employee needs to take responsibility. This means reflecting. Furthermore, capturing achievements, and what you are most proud of. It means coming to the meeting prepared to discuss your success and the challenges. In addition, how you have overcome those challenges. You cannot just leave it to your manager to ‘remember’. You need to take responsibility. It’s your review.
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.