During my active management times, I did monthly performance reviews with my direct reports. When I am suggesting the same during my leadership seminars I am confronted with a lot of dis-belief like ‘Are you serious? That involves a lot of time!’
Yes, I am serious and it doesn’t involve a lot of extra time. Let me explain.
If your staff is performing well then the review is a pleasant event and surely, at least once a month, your staff deserves your 100% attention and appreciation. This is highly motivational.
If your staff is under-performing then you need to step in right now. You cannot delay.
How do we conduct a good review? I suggest letting your staff report to you according to a given structure within a given time limit.
Example – Please report to me within 20 minutes for your key goals (or KPI, etc.) including goals for personal development:
- Current performance compared to target - year to date
- Forecasted performance - by year end (if that makes sense)
- Explain over-achievements
- Explain under-achievements
- What did you learn from the under-achievements?
- What is your suggested action plan for the next month?
- Discussion and decision on final action plan
- Staff to summarize the action plan in writing
* Please adjust structure to your own needs
Benefits
- It makes the best use of the staff’s capabilities as they are asked to analyse and prepare.
- The focus is on analysis and action vs. boss picking at the staffs’ mistakes.
- If you do a performance review once a year, there is the inevitable connection between ‘performance & salary increase’. This will stifle the review.
Yes, I am serious and it doesn’t involve a lot of extra time. Let me explain.
If your staff is performing well then the review is a pleasant event and surely, at least once a month, your staff deserves your 100% attention and appreciation. This is highly motivational.
If your staff is under-performing then you need to step in right now. You cannot delay.
How do we conduct a good review? I suggest letting your staff report to you according to a given structure within a given time limit.
Example – Please report to me within 20 minutes for your key goals (or KPI, etc.) including goals for personal development:
- Current performance compared to target - year to date
- Forecasted performance - by year end (if that makes sense)
- Explain over-achievements
- Explain under-achievements
- What did you learn from the under-achievements?
- What is your suggested action plan for the next month?
- Discussion and decision on final action plan
- Staff to summarize the action plan in writing
* Please adjust structure to your own needs
Benefits
- It makes the best use of the staff’s capabilities as they are asked to analyse and prepare.
- The focus is on analysis and action vs. boss picking at the staffs’ mistakes.
- If you do a performance review once a year, there is the inevitable connection between ‘performance & salary increase’. This will stifle the review.
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