"Think Preview"...5 Tips for better performance reviews

This is the time of the year for Half Yearly performance reviews.

Good people managers treat the half yearly reviews as a significant event, because they realise that if the reviews are conducted judiciously, it can boost employee motivation and hence overall performance. It can serve as a memorable experience for the team members.

What do these respected leaders do during their performance reviews? Here are the top 5 tips!

1. Show commitment to the review process

• Performance reviews are not mundane paper filling processes. It is a critical engagement event for a supervisor and the subordinate to have a candid discussion of what went well and what did not. And even more importantly, what needs to be achieved together in the next 6 months.
• If a manager shows least respect to this process of review and feedback, it is most likely that the team member is not going to value any feedback given over a period of time. He also runs the risk of being perceived as a manager who is not bothered about his teams' performance and their success

2. Prepare for the discussion, in advance

• Most managers dread the face-to-face conversation for fear of handling difficult conversations with their team members… specifically when sharing feedback, be it positive or developmental. Such critical conversations cannot be ad hoc and unprepared.
• Prepare to quote examples of specific behaviors and traits which have resulted in the current performance outcome. Also check with superiors and HR L&D teams for development action planning and tools to effectively develop team members.
• Your ability to ask the right questions will define how well the discussion progresses. Questioning for understanding and supporting is an art, which needs preparation and practice. And all great leaders excel in this art.

3. Demonstrate Care and Concern

• Be willing to listen attentively to your team members’ Do not interrupt. Try and use open probes to generate meaningful conversation as against interrogating the team member with yes/no questions.
• While providing feedback focus on strengths and help the team member recognise the strengths that are valued within the organization and by you; as a supervisor. When positive behavior is recognized, it has a higher probability of being repeated. Having said that, do not ignore the development areas and lacunae in performance. Ignoring or not being candid about areas of development will make the entire discussion look superficial. In most cases the team members know their weakness and are willing to acknowledge the same for improvement, if it is not intimidating.
• Your feedback on development areas will be highly appreciated, if you are willing to be part of the development process and help the team member in the journey. Develop an action plan and commit your support and guidance in the process.

4. Take Feedback....

• Performance reviews are not one sided discussions for supervisors to give feedback. Be open to ask for feedback about yourself, the team and the organization.
• On many occasions team members tend to be defensive when you seek feedback about yourself, either out of fear of consequences or not knowing how to give a specific feedback.
• Keep the discussion climate conducive for the team member to share feedback openly, reassure confidentiality and show that you are open to your own development through their feedback. If a team member has nothing to share, it is most likely that he or she doesn't think that their feedback matters.

5. Preview Performance

• Reviews are about the past and Previews are about the future. Half yearly reviews need not just be about past performance, but should include a preview of how the performance will be in the next 6 months. Help your team members visualize what outstanding performance looks like and how he or she can prepare to achieve the same.

In summary, if you are a people manager, you are responsible for your team's performance outcomes. Performance is the function of a work environment where staff performance is valued and assessed objectively, goals are stretched but clear, and everyone in the team feels that their supervisor cares for them, is willing to guide, and help them recognize their true potential.

Performance Previews (not just reviews), will help you to engage your teams and build a strong High Performing Team.