Swift Current: That Time I Crushed my Teammate...
Epic Rivers Leadership
High-stakes interventions & leadership development that accelerates life-giving leadership, performance & trust @ scale.
Swift Current #9: That Time I Crushed my Teammate...
Gallup's most profound finding ever is probably this: 70% of the variance in team engagement is determined solely by the manager.
I (Chuck) remember one time giving a performance review?that?ended?the worst way possible! My employee was absolutely crushed at the rating I had given her! She went into the review giving herself an 'Exceeds Expectations' rating; I gave her a 'Does Not Meet Expectations' rating.
Why the disconnect?
The ratings?expectation was not clearly defined or agreed upon prior to the review. She went in rating herself based on intent and effort. I rated her based on outcomes and goals.
Imagine, as a leader, your team feeling criticized, not appreciated, confused, and unmotivated after you have given performance reviews. How do you think your team is going to perform?
Done right, a performance review can be?one of the best opportunities to encourage and support your?employees. Reviews shouldn't be all about negative feedback, they should focus on agreed upon expectations, positive?actions, and feed-forward.
Feed-forward is an agreement between managers and employees on what 'great' would look like, and actions that can get that person there.?This is just part of what we teach in +Positive Talent Conversations.
Ripple Effect
As a leader giving a performance review, are you...
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If you are doing these things throughout the year, you are going to have positive and meaningful conversations about performance!
“Positive Talent Conversations was designed for supervisors who are determined to make the performance review process a meaningful one for their direct reports.?It gives them an easy-to-follow blueprint that takes the pain and dread out of these meetings. And, probably the most powerful part of Positive Talent Conversations?is that this same blueprint can be used for supervisor’s ongoing 1:1 meetings?with these same individuals."
Until next time BE LIFE-GIVING!
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