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Do managers or employees hate performance reviews worse?
Has the performance review become a routine time waster? Are your performance reviews missing the mark of raising productivity and building loyalty? Do your performance reviews usually turn out negative? Would you like to improve the process?
Effective leadership starts when you teach your managers that performance reviews should be a conscious effort every day of the year. Employees need constant and relevant feed back weekly, if not daily, that keeps them going in the right direction. If your managers can create a coaching environment through their interactions with employees, giving honest, candid feedback on performance on a regular basis, there will be no surprises at performance review time.
No surprises decreases the stress felt on both sides.
Straight forward conversations make it possible for employees to enter the conversation expressing their honest feelings and opinions. Frank discussions should include listening and acknowledging both person’s viewpoint, exploring alternatives, and negotiating a pathway forward.
Candid conversations throughout the year take the sting out of the sandwich technique: “I really like you. You did this lousy and don’t do it again.” “I really like you.” What do employees remember? What you categorized as lousy. Managers confuse employees when they give them a good face-to-face review (because they lack the communication skills to be candid), but note less than stellar performance in the written record.
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