Do these 3 things to improve your performance appraisal dialogue with your staff.
It is the time of the year. Not Christmas. I’m referring to performance appraisal. We have been running numerous sessions on how to have more effective performance appraisal conversations using the Solution Focused principles.
What do you focus on when it comes to performance appraisal conversations? Research has shown that most organisations focus too much on the process instead of on the employee.
I’ve compiled 3 key things below that will help you improve your dialogues with your staff. These are based on Solution Focused principles.
- It is Praise time!
Did you notice that smacked right in the middle of the word “Appraisal” is “Praise”? Start your performance appraisal conversation by recollecting what has gone well in the last one year and praise your staff instead of starting the conversation with all that have gone awry. Your staff will be grateful that his/her boss has taken note of what he/she did well instead of all that didn’t. This will also give your conversation a good start – relax and positive.
Solution Focused Principle #1: Accentuate on the Positive
- No Surprises
It is important to bear in mind that in-the-moment feedback is better than giving all your feedback at the once-a-year performance appraisal conversation. One of the key role of a leader is to make others aware of their greatness within them. Positive feedback helps your staff know what he/she is doing well and these are areas that he/she should do more of. Negative feedback when delivered correctly will improve the staff’s performance. Should it be a case of no improvements, then the not-so-desirable grading at year end will not be a surprise to the affected staff.
In fact, there should be no surprise when it comes to year-end appraisal. Many staff deem this conversation as significant because it will affect the ultimate grading and the big Bonus factor. With regular and in-the-moment feedback, it reduces the unnecessary fire during performance appraisal time.
Solution Focused Principle #2: If something works, do more of it. Regular feedback helps your people know what is working so they can do more of what works.
- Engage Executives
People don’t care how much you know until they know how much you care. It has been shown that the number 1 factor in determining employee performance relationship is the quality of their relationship with their immediate manager.
A Chinese client of mine in the tech industry has the habit of rotating his staff’s seating arrangement yearly. He discovered that the guy who is seated closest to him always performs the best year after year.
It is not just about the physical proximity but it is about the amount of positive interaction that helped the Chinese manager connect better with the staff who was seated closest to him. Remain non-judgmental of what you hear and be curious of what is going on in your staff’s life.
Solution Focused Principle #3: Engage people by staying curious, ask questions and be non-judgmental. Building rapport is a key pillar in performance coaching.
Share below on how your experience of performance appraisal conversations and its impact on you.