Here’s How to Change Your Performance Reviews So They Improve Performance

As the fourth quarter begins, many companies are preparing for another round of performance reviews. You know, the administrative exercise that nobody likes. The problem isn’t with the concept, but rather with how reviews are conducted. Few managers or supervisors ever learn how to effectively write and conduct reviews, so they end up being an administrative chore that doesn’t help improve performance, increase accountability, or build skills. Here are three best practices to make performance management reviews powerfully effective:
1. Base reviews on performance results and behaviors that reflect the organization’s values. Jobs exist to get results, so identify the key results expected for each position. And you want those results accomplished in a way that reflects your values, evaluate each person on those. Use measures for results and evidence for behaviors–not opinions. Keep it simple and effective.
2. Focus on improving performance, not casting blame or judging. Think of performance reviews as the feedback loop necessary to make improvements, just as with any improvement process. Blame and judgment immediately eliminate any positive impact because they stop communication.
3. Train everyone in a supervisory role in the skills to conduct reviews. When people don’t know how to conduct performance reviews, they tend to do all the wrong things and it creates dread and upset instead of better performance and results.
For more on building an effective performance management process, send me an email or call me.

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