No one wants to be “average”

We all want to be seen and known for who we are. We want to know that we make an impact, and that we are valued by our managers and coworkers.

As managers, we often fall short in making people feel special and valued.

The performance management processes in most companies aren’t designed to make most employees feel special. They’re designed to sort people in groups and divvy up rewards.

Typically, performers are assigned ratings with labels such as “Exceeds Expectations”, “Meets Expectations”, and “Does Not Meet Expectations.” Sometimes the labels are dressed up, but no matter which words are used, there is almost always a label that means “Average”.

The majority of employees end up being labeled “Average.” Wow, that’s really energizing and motivating after working long, hard hours for a year, right?

If one of your employees finishes a year and the most memorable feedback they’ve received is “you are average”, that’s a tragedy.

Instead, make it your goal to invest in employees all year long. Get to know them. Understand their career interests and ambitions. Notice where they’re really making a difference. Know the strengths that make them special and the things they need to continue working on to get better and achieve their goals.

Then, make sure they know that you know. Ensure they feel seen, valued, and appreciated.

At the end of the year, when you give performance ratings, they may still get the middle rating. But they will know you don’t see them as “average”.?