𝗢𝗽𝘁𝗶𝗺𝗶𝘇𝗲 𝗬𝗼𝘂𝗿 𝗕𝗲𝘀𝘁 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲
Updated: Mar 13, 2022
Startups sometimes view employee reviews as a waste of time.
I’ll hear talk like, “We’re too busy, working on this and that, and there’s no time to stop and measure performance.” I’ll be told about a bunch of activities (hours spent, work done, items checked, and tasks completed) which clearly prove that people are working productively.
Why invest in performance reviews?
Grow the company more efficiently and effectively
Align company goals, team objectives, and individual performance
Retain key talent (your best employees want to grow)
Then consider the picture - someone running fast and far in the wrong direction does no one any good. Your employees will help you finish the race.
If these arguments put a spring in your step, let’s get warmed up.
If something negative happens, address it immediately. Also use 1:1s to cover any concerns or questions about performance.
"𝑮𝒐𝒐𝒅 𝒑𝒆𝒓𝒇𝒐𝒓𝒎𝒂𝒏𝒄𝒆 𝒓𝒆𝒗𝒊𝒆𝒘𝒔 𝒂𝒓𝒆 𝒂 𝒄𝒐𝒏𝒕𝒊𝒏𝒖𝒂𝒕𝒊𝒐𝒏 𝒐𝒇 𝒕𝒉𝒆 𝒐𝒏𝒈𝒐𝒊𝒏𝒈 𝒄𝒐𝒏𝒗𝒆𝒓𝒔𝒂𝒕𝒊𝒐𝒏 𝒃𝒆𝒕𝒘𝒆𝒆𝒏 𝒚𝒐𝒖 𝒂𝒏𝒅 𝒚𝒐𝒖𝒓 𝒎𝒂𝒏𝒂𝒈𝒆𝒓." - Brett Fox
If an issue happens, discuss it but focus on the behaviors you expect to see and decide on a near date to check progress.
Shine a light on this behavior, don't wait for the review.
𝗢𝗽𝘁𝗶𝗺𝗶𝘇𝗲 𝘁𝗵𝗲 𝗣𝗿𝗼𝗰𝗲𝘀𝘀
𝘉𝘦 𝘏𝘰𝘯𝘦𝘴𝘵: Most managers are hesitant to offer negative comments. Constructive feedback is only way an employee will improve.
𝘌𝘮𝘱𝘩𝘢𝘴𝘪𝘻𝘦 𝘵𝘩𝘦 𝘍𝘶𝘵𝘶𝘳𝘦: You can’t change the past, so cover how to build strengths, improve limitations, learn skills, & gain responsibility.
𝘕𝘶𝘮𝘣𝘦𝘳𝘴 𝘢𝘯𝘥 𝘕𝘰𝘵𝘦𝘴: Include both analytical and anecdotal details. Compare ratings over time and use responses for deeper insights.
𝘍𝘰𝘤𝘶𝘴 𝘰𝘯 𝘗𝘦𝘳𝘧𝘰𝘳𝘮𝘢𝘯𝘤𝘦: Separate this review from a discussion on compensation so everyone is fully centered on the productivity first and then on recognition second.
𝗗𝗼𝗶𝗻𝗴 𝘁𝗵𝗲 𝗥𝗲𝘃𝗶𝗲𝘄𝘀
The process should be clear, two-sided, and collaborative. Both the employee and the manager should complete the forms separately.
The best discussions come from discrepancies. Often employees rate themselves lower and do not realize they're doing so well.
Give a copy of the form 1-3 days before the meeting, so employees have a chance to process the comments and prepare any questions.
The investment in aligning employee performance with broader goals and improving outcomes serves the team and company.
𝗜 𝗖𝗮𝗻’𝘁 𝗗𝗼 𝗔𝗹𝗹 𝗧𝗵𝗶𝘀
I hear you. Doing something is exponentially better than nothing.
If you really cannot handle a full review process, at least cover:
· What did you do well?
· What can you improve on?
· How can I help you improve?
“𝑴𝒐𝒔𝒕 𝒔𝒕𝒂𝒓𝒕𝒖𝒑𝒔 𝒔𝒑𝒆𝒏𝒅 𝒎𝒐𝒓𝒆 𝒐𝒏 𝒔𝒂𝒍𝒂𝒓𝒊𝒆𝒔 𝒕𝒉𝒂𝒏 𝒂𝒏𝒚𝒕𝒉𝒊𝒏𝒈 𝒆𝒍𝒔𝒆, 𝒚𝒆𝒕 𝒇𝒆𝒘 𝒎𝒂𝒌𝒆 𝒂𝒏 𝒆𝒇𝒇𝒐𝒓𝒕 𝒕𝒐 𝒈𝒆𝒕 𝒕𝒉𝒆𝒊𝒓 𝒎𝒐𝒏𝒆𝒚’𝒔 𝒘𝒐𝒓𝒕𝒉.” – Daniel Illes
Increasing performance and efficiency by a significant percentage will have compounding benefits across the company.
Run fast - and invest in a map.
Photo by George Carman who can be found here: https://bit.ly/3q9lo80