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Conducting a Mid Year Performance Review: Leadership Tip of the Day for Busy Managers and Leaders
Just about everybody hates performance reviews, so why would the Wily Manager guys say that they should be done twice a year? As it turns out, while they always require effort, they can be both effective and reasonably painless when done properly. Join us this week to learn more.
Monday's Tip (Conduct a Mid Year Performance Review): This is a listening exercise. As a manager, if you find yourself doing most of the talking during a Mid Year Performance Review, you are doing it wrong. It should be a discussion, which requires good listening skills.
Tuesday's Tip (Conducting a Mid Year Performance Review): Have the employee do a self-assessment. The employee should have some responsibility for this process as well. The best way to ensure this, is to have them prepare to the same level that you, as the manager must.
Wednesday's Tip (Conducting a Mid Year Performance Review): Do a “Retention Interview”. This is an opportunity to find out how likely your people may be to be leaving the organization. Don’t wait until the exit interview to gather this information.
Thursday's Tip (Conducting a Mid Year Performance Review): Use data and specific examples to assess performance. Don’t say, “this employee is lazy”. You need to offer specific examples, and data where possible to back up statements like this.
Friday's Tip (Conducting a Mid Year Performance Review): Be forthright and honest. Don’t degrade and disrespect an employee, but also don’t be too polite. An honest and direct discussion will yield much better results.
Three Things to remember about conducting a Mid Year Performance Review:
1. This is a listening exercise for the manager. Listen carefully to both the content and context of the message being delivered.
2. Be balanced and candid in your feedback. Both parties will get much more out of the discussion if they are forthright and honest with each other. Being too polite will not drive performance. Nor will humiliating and berating the employee.
3. Clarify how you will support the employee. It is important for the manager to commit to what he will do to enable the success of the employee.
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