The art of the performance review
Lee Sheldon
Inspiring Managers In Retail & Hospitality To Become World-Class Operators | Founder & Director - Mastering Multi-Units (MMU) | Fellow CIPD
In the complex world of multi-unit leadership, there's a critical role that often goes unrecognised. As Prof. Chris Muller brilliantly describes in?The Leader of Managers, multi-unit managers are the "connective tissue" between organisational strategy and frontline execution. It's a powerful metaphor that captures the essence of true leadership.
Think about it. Strategy isn't just a glossy document gathering dust in a boardroom. It comes to life through the daily actions, decisions, and motivations of every team member. And that's where monthly performance conversations become your secret weapon.
Dr. Chris Edger, in?Effective Multi-Unit Leadership, captures this perfectly: "consistent dialogue fosters trust, accountability, and motivation." These aren't just words; they're a leadership blueprint.
When multi-unit managers make performance reviews an ongoing conversation, they create an environment where individuals feel supported, valued, and driven to succeed.
Let's break down why this matters so much.
Traditional performance reviews are like trying to navigate a complex journey using an outdated map. You're looking backwards, focused on what went wrong, instead of charting a course forward. Kevin Eikenberry and Wayne Turmel's Three O Model offers a more dynamic approach –think of it as a real-time GPS for leadership development.
Ourselves: leading from within?
Great leadership starts with self-awareness. These monthly conversations require you to look in the mirror. Are you truly listening? Are you adapting your approach for each team member? It's less about being a perfect manager and more about being a committed coach who understands that every team member's journey is unique.
Others: building genuine connections?
Forget the clipboard and formal assessment. These conversations are about creating a safe space where your team can be genuinely vulnerable. You're not just reviewing performance – you’re building trust, understanding individual challenges, and showing that you're invested in their growth.
Outcomes: aligning individual potential with organisational goals?
Here's where the magic happens. By having regular conversations, you're not just tracking performance, you're actively connecting individual contributions to the broader organisational strategy. Each team member begins to see how their daily work impacts the bigger picture.
Research by Gallup highlights that only?14% of employees strongly agree that their performance reviews inspire them to improve.
Gallup's research is stark. That's not just a statistic; it's a clear signal that our approach to performance management is fundamentally broken.
But there's hope. LinkedIn's research shows 94% of employees would stay longer at a company investing in their development. Monthly conversations aren't just meetings – they’re a powerful retention and engagement strategy.
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A leadership challenge?
Imagine transforming performance reviews from a dreaded administrative task to an anticipated opportunity for growth. What would change if your team saw these conversations as a collaborative journey of development?
Your mission is simple. To make monthly performance conversations your leadership standard. It's not about adding bureaucracy, it's about creating meaningful dialogue that truly moves the needle.
Performance management isn't something that happens to your team. It's something you do with them.
What steps will you take to embed performance reviews into your leadership rhythm??
Share your insights below; I’d love to hear how you’re driving growth and development in your teams.
Are you ready to lead differently?
Further resources
Download our Guide to Mastering the Operational Disciplines
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