How to Make Performance Reviews Engaging and Effective
Performance reviews are a key part of a successful business. They provide an opportunity for feedback and growth, but can also be seen as a tedious task. In an article posted by CultureAmp, they shared that "... research shows that companies that conduct effective performance reviews are 30% more likely to meet their financial target and three times as likely to manage change successfully." The challenge is to make performance reviews meaningful and effective in order to engage people in their work, while keeping them motivated. Let's discuss the connection between performance reviews and company culture and how to make them more effective.
Performance reviews are an important part of any business’s success, as they give employees the opportunity to receive feedback on their performance as well as set goals for the future. It’s not just about looking back on what has been done, but also about setting objectives for the future. This can be difficult if there is not a strong connection between performance reviews and company culture. It’s important to ensure that your performance review process is aligned with your company values and goals, so that employees feel supported in their efforts towards achieving them.
To begin with, annual performance reviews are not the answer! With how quickly companies now move, providing feedback after a long span of time is just too difficult. To make sure our people thrive and succeed in their roles, we need to provide feedback on a regular basis - at least once every quarter. It's important to talk about both what isn't operating well AND what is going great so that everyone can continue progressing forward.
Another way to make certain performance reviews are effective is by engaging employees in the process. If you have an employee-driven approach to performance reviews, it can go a long way towards making sure that employees feel heard and valued during the process. According to HBR.com, people want to know where they stand, and performance evaluations offer that transparency. Ask employees for feedback on their own performance or suggest areas they should focus on in order to advance their skills professionally. Also ask for feedback on leadership performance and the impact it has had on their own perfomance. This will help create an environment where employees feel empowered rather than discouraged by the review process.
The most effective performance reviews are those that end with actionable steps for improvement or growth opportunities for each employee involved. If you want your team members to take ownership of their roles and responsibilities, then you need to provide them with tangible goals that they can work towards over time. This could include taking on additional projects or continuing education courses, or even simply setting aside time each week for self-reflection on how they can become better at their job or contribute more effectively to your company’s mission statement going forward.
Making sure your company's performance review system creates an environment where employees feel motivated, supported, and empowered in their roles within your organization. By connecting performance reviews with your company values, providing opportunities for employee input into the process itself, and setting actionable goals at the end of each review session, you can create a system where everyone feels like they have a stake in driving success within your business both now and going forward! #leadership #kindculture
