Performance Reviews & Neurology

We may not realise it but the way we approach performance reviews highly influences the brain power of our employees. We can literally slam a huge block down that wasn’t there in the first place by approaching performance reviews incorrectly. So how do we avoid this faux pas?

Well, here’s one tip is – do not to set rigid goals for employees. You may as well lock them in a cage, snuff out their potential and say "here, put on these tunnel vision goggles" and watch the depression set in.

The way our neurons work is that we build on existing ones. So, what does this have to do with not setting goals for them? Well first, if we actually take the time to get to know how our employees naturally work well, we will discover where to build from. Once we know that, we are more in a position to help them thrive in the organisation. Why break what isn’t broken. How about building on what is already there instead?

Waiting for employees to be whole and complete is wasting your time. What will work is building from their existing strength base where their neuropathways have clearly etched themselves. It takes weeks for new neuropathways to establish themselves. You are saving both your own time and their brain power.

Once we utilise the already existing brain power, we work with your employee to see how this improves productivity, team goals and increase their happiness. Managers need to have conversations around what the employee wants to personally achieve and see how they align or exceed with companies expectations. Once their happiness is increased, watch them succeed, exceed their goals and value add to the organisation.

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