As mundane as performance reviews can be, they are vital to success. Hopefully you are spending time with each of your direct reports weekly; however, at a minimum, performance reviews should summarize what you’ve been discussing throughout the year. It is one of the only times you dedicate solely to each employee. Make it count!
- It’s not an event; it’s a process – if you look at the yearly review as an event, it will be a waste of time. Instead, view it as a part of your daily, weekly, monthly, quarterly and yearly routine.
- No surprises – you should never show up to a review and be surprised. The most successful and respected leaders provide immediate positive and constructive feedback.
- Track progress – even more important than a yearly review is a brief review of progress, goals and potential roadblocks on a quarterly basis. Why wait a year to find out you are way off course?
- 360 degree assessments – these can be a good vehicle for obtaining well-rounded and actionable feedback on strengths and opportunity areas.
- Leverage strengths – don’t waste all of your energy and focus on correcting weaknesses. You’ll gain more by focusing the 80/20 on leveraging strengths