Frequent Performance discussion as a learning tool
We have all sat
in those performance discussions, as I wish to call it, that seem to be a
boring meeting about what you have done in the last 6 months or one year.
Probably you walked out of the door feeling the same way you felt 2-3 years
back. Performance reviews seem to be a routine with no real meaning anymore to
many employees.
Here are ways to
use frequent performance discussions for learning and performance
improvement. Note the word frequent not once in every 6 months or a year. You
can call it a discussion; "review" sounds like a court room while
"discussion" sounds more personal and encouraging
1. What
was agreed upon in the last discussion? What actions should have taken
place? We have to start somewhere. We are concerned about progress here.
2. Change will
only occur with frequent communication. Communicate the desired expectation
early enough and discuss how to achieve them.
3. Keep an open
door for people to discuss their challenges. We all have challenges so try to
understand their challenge in achieving a set goal or deliverable.
4. Learning is personal
and you need to connect with the person before they learn. Get to know them
more than just work. Show that you truly care about their well being and
what is important to them.
5.See
performance reviews as a learning opportunity by stating clearly what
should have been achieved, challenges, ways of improvement and how the
organisation can provide support.
6. Never attack
personality but be truthful about individual attitude and ways to improve them.
7. Always ask
for an individual learning plan/goal and follow up on it. It could be as
simple as reading a book on a certain subject.
8. For
supervisor or managers,work itself is learning so be a teacher, mentor , coach,
counselor as the situation demands. They have to be taught any way; no one is a
born a coach or teacher.
9. I suggest 360
degree approach. You need to see from all angles not your team alone. What are
other teams saying about the person's work? This is important for real growth.
10. Always show
the link between performance reviews and learning opportunities. There should
be a clear path. No one should attend a training for the sake of attendance;
how is it linked to your last performance discussion, career path and
aspirations.
11. I'm amazed
at how people have performance discussions without jotting down anything. You
should have a pen and note for the discussion. How do you remember what has
been said and agreed upon? Performance discussions should be documented
and agreed upon by parties involved. It can be a simple email.
Enough of having performance
discussions (formerly review) because it is written in the policy; use it
as a learning tool. You can start today.
Adebayo
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