Commence happiness damper.
Does it really have to be this way? At Performance Culture, we believe whole-heartedly no, and that’s why we created a different and better way to handle performance management.
However, you’re heading into year-end reviews quite soon and need some timely help to ease the sometimes painful process. Read more for some tips that will help not only lessen the pain but possibly even turn the process into one that you enjoy.
Tips for Leaders & Managers:
Lastly, if you haven’t had a real conversation with your employee since the last year-end review (or ever), keep in mind your memory can only go back so far – maybe three weeks if you’re lucky. Your employee, however, remembers key wins he or she had throughout the year and they are hoping you’ll remember these moments too.
Never fear if you don’t – the best coaching is done through questions. Start off by asking your employee what top three “wins” she feels she accomplished during the year. It allows her to shine for a few minutes (and jog your memory), and it starts the meeting off on a positive note. *By the way, Performance Culture provides a guided template to allow managers and employees alike to quickly document key moments that occur anytime throughout the year!
Tips for Employees:
Performance reviews don’t have to be a thing of dread, or an administrative task to scratch off the list. Life is short and people on both sides of the table are worth giving the chance to be great. Join us and our movement to turn these dreary sessions into impactful, effective, and positive real life conversations.
Check out our updated article 14 Practical Tips for Your Year-End Performance Review.