How am I doing in my job?

It’s that time of year for many 📅 – performance reviews along with those awkward “career counseling” lunch meetings. How much do they actually help employees though?

Performance reviews 📃 have been a staple of the workplace for decades, but their effectiveness has been called into question in recent years. A study by Gallup found that only 14% of employees strongly agree that their performance reviews are accurate, and only 12% say they are motivating. 👎

There are a number of reasons why performance reviews may not be as effective as they once were. For one, they are often seen as a formality that employees must go through, rather than a meaningful opportunity for feedback and growth. Additionally, performance reviews can be subjective, and there is often a lack of clarity around expectations. 🤔

This doesn’t mean that performance reviews are completely useless. When done well – and followed up on, they can be a valuable tool for managers and employees to communicate about performance, set goals, and identify areas for improvement. However, it’s important to rethink the way we approach performance reviews if we want them to be effective. 💡

Here are just a few tips for making performance reviews more relevant:

1) Make them more frequent. Annual performance reviews are a thing of the past. Instead, try conducting quarterly or even monthly check-ins with your employees. This will help you stay up-to-date on their performance and provide more timely feedback. 🕑

2) Focus on the future. Don’t just look back at what your employees have accomplished in the past year. Instead, focus on what they can do to improve their performance in the future. Set specific goals with your employees and track their progress over time. (Remember the old MBOs?) 📈

3) Make them a two-way conversation. Performance reviews should be a two-way conversation, not just a one-way assessment from the manager to the employee. Give your employees the opportunity to share their own feedback and ideas for improvement. 🗣️

Make performance reviews meaningful, not just an afterthought. It could make all the difference in the performance of your team. After all – your team is a reflection of its leader. 👨‍💼

What’s worked for you in either giving or receiving insightful and actionable performance reviews? ℹ ❓

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