Transforming Performance Reviews: A Guide to Empowering and Celebrating Your Team in 2024

It's 2024, and as we embark on this new year, it's time for a fresh start, not just personally but professionally as well. This period often brings with it the anticipation and, for some, the dread of yearly performance reviews. Over the years, I've received numerous requests and inquiries about how I approach these reviews. Drawing from my experience, and now overseeing a staff of over 30, I'm eager to share my insights and methods.

Fifteen years ago, I initiated the National Multifamily Women’s Leadership Retreat, a platform for bringing together the brightest executive women minds in the industry. Each year, we center our discussions around a specific intention. This year, despite the plethora of topics available, we've chosen to focus on Mentorship. You might wonder how mentorship ties into performance reviews. Allow me to elucidate.

For those stepping into a management role or taking on new responsibilities, conducting performance reviews can be a challenging experience. Discussing someone's shortcomings is never easy, especially when it requires introspection on your part. For those who find confrontation, assertiveness, or directive leadership challenging, these reviews can be anxiety-inducing. Moreover, if you're from a different generation and new to supervising a more experienced team, the task becomes even more daunting.

Here are some strategies and perspectives that have guided me through this process:

1. Slow Down and Balance: In the hustle of office life, it's vital to take a moment to slow down. Remember to balance objectives with acknowledging and celebrating your team's successes.

2. Embrace Diversity: Recognize that each team member brings their unique personality, life, and work experiences to the table. It's in this diversity that cultural richness and varied perspectives thrive.

3. Focus on the Positive: Begin reviews by highlighting what's going right. Discuss successes and victories to set a constructive tone.

4. Build on Success: Approach the review with a mindset geared towards building and enhancing success. Remember, it's much harder to 'hire' success than to develop it.

5. Align with Core Values: Ensure that the company's Mission, Vision, and Values are integrated into the review process.

In constructing the review, I start by acknowledging each employee's participation, involvement, and contributions to our overall operations. I focus on only two or three areas where I see potential for improvement, shifts, or changes. Importantly, I provide resources, education, and solutions to facilitate these changes. A critical aspect of my review process is the 80/20 rule. I encourage the employee to lead 80% of the conversation, sharing their feelings, experiences, contributions, and successes. This approach allows for a more comprehensive and engaging review.

During our conversation, I make it a point to celebrate each employee's unique past, work history, and accomplishments. By creating a platform for them to share more about themselves and their achievements, I can listen, respond, and acknowledge their contributions in a meaningful way.

As the review concludes, I always ask a crucial question: "How am I to work with, and what can I do better for you?" This not only shows my commitment to my own growth as a leader but also reinforces a culture of mutual respect and continuous improvement.

My staff is incredibly important to me. They are the pillars of our success, brimming with ideas and contributions. My aim in these reviews is not to criticize harshly but to mentor, train, and celebrate each individual. Respect for their life's work and wisdom is paramount.

In summary, my approach to performance reviews is rooted in mentorship and development. It's about creating an environment where feedback is constructive, and personal growth is encouraged. By focusing on the positive, acknowledging each person’s unique contributions, and fostering open communication, we can transform the often-dreaded performance review process into an empowering and enriching experience.

I hope these insights offer guidance and inspiration in your own approach to performance reviews. Let's make this year a time of positive growth and meaningful mentorship!

National Multifamily Housing Council National Apartment Association (Naahq) National Association of REALTORS? IREM Chicago Chapter Mentoring SHRM Association for Talent Development (ATD)