It’s that time of year again! Pull out the pen and tell your employees what you really think about them! It’s either “you’re doing great and I’ve got to give you a raise” OR “you’re terrible at your job and we need to make a change”…….but it doesn’t have to be that way. Here’s five reasons you should love giving reviews:
- Sharing Your Values. Remember those timeless principles that so wonderfully exemplify what you believe is important in life and in business that you put on a poster and now you never talk about them? Reviews are a great way to tell the story of your values, especially the core ones. Use this one on one time to start a conversation about your core values and how your employee’s behavior stacks up against them….Good, Bad or Indifferent. Using core values as a measure of success also allows us to talk about the subjective in an objective fashion.
- Learn Something New About Yourself. Let your employees review you as part of their review. If you can’t take it, you’re probably not a good leader. If you’re open to being vulnerable, there’s a good chance you’ll learn something new about your company, your performance and how you conduct business. This is also a great time for introspection. Self-reflection is an incredibly powerful tool for celebrating our achievements and identifying our flaws.
- Get On The Same Page All The Time. Expectations of a role, a project and a relationship change constantly, and communication around those expectations is typically reactive, unproductive and sometimes non-existent. Start having “reviews” monthly or quarterly. Regularly scheduled conversations about how your employees are doing and what they should be doing may seem novel until their performance and your satisfaction of their output starts to skyrocket.
- Preview Instead Of Review. Use the allotted time to address the past for sure, but more importantly preview the future. Set personalized goals together and talk about how you can work as a team for the next period to achieve your shared vision of success
- Difficult Conversations Made Easy(-er). Have you have created open lines of communication with your staff and clearly identified all expectations of job performance? If you regularly talk about the values of the company then difficult conversations around performance will become few and far between or so obvious to all parties that the delivery is a foregone conclusion.