I’ve had lots of jobs through my life, but I have yet to have a performance review done on me.
Maybe my employers thought I was doing fine, or thought I was beyond hope so why bother, or didn’t think about it at all. I’m guessing the third option is most likely.
But employees value honest (and building) feedback very highly. Without it, they’ll never be their best.
Everyone (unless they’re on a discipline track) should leave a performance review thinking, “I’m glad I work here. Someone sees me and cares about me.” If they don’t think that, you’ve missed the point of a coaching based performance review.
So, use every performance review (or coaching interaction) as an opportunity to
EVALUATE, COACH, AND BUILD SELF CONFIDENCE.
All three are really important. Leaders like to evaluate, but don’t think much past that. Coaching and self confidence building are equally important.
People are insecure. Build their confidence
People are focused on themselves. Address their needs first
People want to be heard. Spend your time listening and asking questions
People need to learn. Don’t tell them what to do, ask them questions to get them thinking
People have gaps in self awareness. Give them insight into how their words and actions effect others
People get discouraged. Encourage them and build them up
People don’t know what they don’t know. Teach and coach
Whose life are you building into? What difference are you making to those who report to you?
Getting ahead is about getting started,