WorkMatters Tips Issue #33 – November 20, 2007
Publisher: Gayle Lantz mailto:[email protected]
https://workmatters.com
WorkMatters, Inc.
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A quick tip to help leaders and executives who need to motivate their teams and themselves, and catapult their business.
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Performance Reviews: Timely Tips
It’s annual performance review time again for many organizations — a time often filled with dread, tension and uneasiness for many employees who receive feedback and for managers who must deliver appraisals.
What if you could actually look forward to performance reviews? Don’t rule out the possibility so quickly.
If you’re preparing reviews or appraisals for your team, you may be wondering, "How can I tell him he doesn’t deserve ‘exceeds expectations’ in every category when he thinks he does? What if she doesn’t agree with my perceptions? How can I motivate him to do more? What if she thinks I’m being unfair?"
Before you embark on the performance review process, make sure you’re in the right mindset as a leader. Keep two words top of mind: OPPORTUNITY & VISION.
Think opportunity! Performance reviews are opportunities — opportunities to learn, to acknowledge what’s working well and to determine what can be improved. Conducting the reviews allows you to help others expand their potential, even top performers. Be glad for the opportunity to have a candid conversation to help the person move forward.
Think vision! It’s easy to get bogged down in analyzing or overanalyzing a person’s past performance. Keep the emphasis on where you want the person to go — the vision you have for the business and how the employee can contribute to that. Show your own energy about the company or department vision.
Once you’re in the right mindset, here are three other reminders to help your performance reviews be most productive.
1.Focus on observable behavior — those actions you’ve seen or experienced as opposed to judgments about the person. For example, you can say, "I noticed that you kept interrupting the customer instead of letting the customer express his concern." Don’t say, "You’re rude."
2.Clarify your expectations. It’s easy for an employee to think he’s exceeded expectations, especially when expectations may have been unclear from the beginning. Set clear and specific expectations.
3.Be optimistic. (Wasn’t that the name of a Shirley Temple song?) If employees see your own faith and confidence in their ability to perform well, they are more likely to improve performance, even if some haven’t been stellar performers during the year. Optimism is contagious and can fuel strong perrformance.
Good luck as you deliver your performance reviews. They are important stepping stones to the future of your business.
PS: How you view your role is another important factor in delivering successful performance reviews. For more on how to be in the right role for performance reviews, see my recent blog post:
http://gaylelantz.typepad.com/weblog/2007/11/the-leaders-rol.html
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ON THE LIGHTER SIDE:
A quote from an actual performance appraisal: "Since my last report, this employee has reached rock bottom, and has started to dig."
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*** SPECIAL ANNOUNCEMENT ***
The 2008 MY DAILY COACH CALENDAR is here! Back by popular demand!
Every year I develop a simple desk calendar, with a coaching question or tip for the day, to help you stay focused and accomplish your goals more easily.
You might enjoy the calendar for yourself or you might want to give some to your employees, your team or your customers. It’s an ideal holiday business gift for leaders who appreciate a little coaching every day.
If interested in ordering a supply, please let us know ASAP. Or if you are outside the US, please contact us directly. Otherwise, you can order directly through the WorkMatters site link given below, but ORDER EARLY! Supplies are limited.
Here’s the link to place an order:
https://workmatters.com/calendar/
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REPRINT: You may reprint items from "WorkMatters Tips" in your own print or electronic newsletter. But please include the following paragraph:
Reprinted from "WorkMatters Tips," a free ezine produced by Gayle Lantz featuring tips for leaders and executives who want to grow themselves, their team and their business. Subscribe at
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