One doesn’t drive a car by looking in the rearview mirror, so why do that with performance reviews? When a manager emphasizes mistakes, shortfall, weaknesses, and problems, it does not cause an improvement in employee performance. What it does cause is damage to the relationship and bad feelings all around. Many managers know this, so instead they provide unwarranted positives, rating everyone better than average. But that doesn’t help performance either. If you want better performance, and that should be the number one reason for doing performance reviews, then you need to look ahead. Instead of dwelling on the negative past, provide ideas for improving performance in the future. Only by putting the focus on improvements going forward will you see better results. This takes a mindset shift often requiring training and practice. But it leads to immediate and significant benefits for the organization.
© Bob Legge 2013 All rights reserved