5 Performance Review Tips for Managers

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Now that we’re back to work for 2021, it’s performance review season! Whether formal or informal performance reviews or day-to-day coaching, it’s important you really understand how to discuss performance in a manner that serves the employee. Specifically, performance discussions must connect with and make a difference for your employee. Your people want to do a good job for you, and they want these 3 simple things:

  1. To feel safe on the employment journey
  2. To feel like they belong to a team
  3. To have the ability to learn and grow.

So, show them how! Use these 5 tips to make sure you’re having great performance reviews and discussions which encourage your employees’ growth and fulfillment in the workplace.

Make It Relevant

Performance reviews must be relevant and directly correlated to the employee’s experience and their growth journey. You should be discussing things you’ve covered with your employee all year long and, although you can and should talk about new places for improvement, make sure that’s not all you’re talking about. Remember it’s about their growth and their journey.  Help them gauge whether they’ve been aware and conscious of the feedback as the first step.  Have they corrected or improved their behavior and results since you last discussed? Remember: your people want to learn and grow so make sure they understand that you have their back and show them the way!

Make Them Feel Safe

Few people, unfortunately, enjoy and look forward to having performance reviews or discussions. That’s why it’s important your employee feels safe from the very beginning. The safer they feel the more they will receive the information and start to understand that these discussions are gifts along the journey.  As I mentioned above, your people do want to learn and grow. So, remind them that’s all a performance review/discussion is – an opportunity to discuss areas of improvement so they can be their best. Even if you’re giving a positive performance review for someone who’s exceeding expectations, there’s always opportunity to learn, grow, have an aha moment and do better. Make sure your employee understands the performance review is about them and not about you – you’re sitting down to mentor, coach and show them the ways where they can level up, create impact, and make a bigger difference.

Remind Them That You’ve Got Their Back

In order to make your employees feel safe during their performance review, show them you’ve got their back. Be vulnerable. Share your experiences and for God’s sake, demonstrate gratitude for their service. Everyone needs that type of empathy. In this new world of work, people want to work for bosses and managers who are authentic, transparent, and who demonstrate over and over again that they want to see their team succeed. That is what we call other focused leaders. A little reassurance goes a long way, especially for your Millennial and Gen Z employees. Focus on creating trust within the conversation. For a roadmap on what NOT to do, click here to check out a list of common behaviors that actually create feelings of mistrust.

Ask Deep Questions to Spur Thought & Accountability

Nobody likes to be talked at or even worse, talked down to. To ensure you’re being heard and understood, make sure to ask “great” questions. And not just any questions. Good, deep questions that are open-ended, nonjudgmental, supportive, and ask them to grow and become accountable, are what constitutes a “great” question. Understanding the art of the question is one of the most important tools a next gen leader can have in their toolbox. Practice it now during this round of performance reviews and daily thereafter. There is no more important skill a real leader can learn.

Use Our GPS Communication System

Systems really work. They are the best tools one could ever use. GPS is our favorite communication tool here at launchbox because it friggin’ works. GPS stands for Gratitude, Permission, and Shared Experience. Using GPS allows you to deepen your relationships with anyone through effective communication. With our teams working remotely during COVID-19, it’s more important than ever that we get this right. Click here to check out more about our GPS communication strategy and download your free worksheet to put it into practice today.

Liked this post? Want more actionable ideas, tips, and tools? Reach out to us and ask about our virtual keynotes, remote workshops, and personalized one-on-one coaching. We can help every member of your team start creating success now. Get in touch!