Utilizing the Situation Behavior Impact (SBI) model in Performance Reviews with managers can elevate employee performance by an impressive 13%!
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Feedback can be a positive thing even when it’s constructive.
?? After a performance review, an employee should leave with a crystal-clear understanding of their position within the company. That means they know 1?? what they’re doing well, 2?? where they need to improve, and 3?? what their next steps to achieve their goals are.
?? Giving both positive and negative feedback is a natural part of the manager-employee dynamic. It’s important to view this not just as a step to check off for annual reviews but also as an opportunity to build trust and rapport with your direct reports.?
?? Managers can use the Situation Behavior Impact (SBI: Situation, Behavior and Impact) model to provide constructive feedback to their employees and increase employee performance up to 13%.
?? Regular weekly check-ins are crucial for enhancing psychological safety. Neglecting this practice can significantly diminish the sense of security within the team, according to a new interesting research published by Workhuman using data ?? from internal Workhuman clients.
?What is a performance Review?
Performance conversations are meetings between managers and their direct reports where the manager gives constructive feedback on the employee’s performance, typically on an annual or biannual basis.?
?Benefits of Performance Reviews
Researchers discovered that when executed effectively, performance management and conversations can result in:
?? Improved employee engagement and motivation:
Having clarity on your performance and goals is a surefire way to improve employee productivity.?
?? Enhanced team cohesion:
When everyone takes part in the same performance review process, you get a more cohesive team.?
?? Better alignment with organizational goals:
Your performance analysis should always ladder up to organizational goals. With everyone on the same page, the organization as a whole benefits.?
?? Strengthened organizational culture:
An organization that isn’t afraid of feedback is a strong one. Empowering your employees with proper feedback training and enacting continuous performance management is a benefit to everyone across the gamut.
?What is the Situation Behavior Impact (SBI) model?
Researchers have identified the Situation-Behavior-Impact (SBI) Feedback Model as one of the most widely used and effective feedback approaches. This model facilitates clear and specific feedback, which can significantly enhance performance:
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?Regular check-ins are essential for successful performance conversations.
Researchers discovered that checking in at least weekly is a top factor in increasing psychological safety –?and that failing to do so decreases psychological safety.
?? Finally researchers listed the key elements of successful performance conversations:
?? Frequency and timing
A continuous performance management process involves a few different touchstones:
?? Preparation
As mentioned, preparation is key to effective performance reviews
?? Identifying performance gaps
The best (and most objective) way to identify performance gaps is through skills analysis. It’s vital to have a tool that can map your team members’ skills so you can see where they’re excelling and where they might need upskilling.?
?? Constructive feedback techniques
Use the Situation Behavior Impact (SBI) model to provide constructive feedback:
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This insightful research highlights the importance of performance reviews, a critical HR process for majority of companies. While these conversations often carry a negative connotation due to poor execution, when done well, they provide essential feedback that propels careers, creates development opportunities, and strengthens the bond between employees and their managers.
??Thank you Workhuman researchers team for sharing these insightful findings:
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5 个月Performance reviews is certainly more effective with trust but the tracking process is just as crucial. Easy to access and simple UI to track progress especially positive can certainly be a great motivator.
Vivo Team is the ONLY digital L&D company that uses unique, internationally award-winning processes and analytics to build your company into one that is winning in the marketplace with people & profits.
5 个月Here is Vivo Team's model for developing & increasing people's performance. We call it "Leadership For Einsteins: How Smart Leaders Bring Out the Genius In People. Jim
Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
5 个月Insightful! Thank you so much for sharing this research.
Vivo Team is the ONLY digital L&D company that uses unique, internationally award-winning processes and analytics to build your company into one that is winning in the marketplace with people & profits.
5 个月All good processes My assumption is that there is no such thing as negative feedback One may have a negative reaction to FB but it’s still information FB may be delivered badly - still is useful information Jim
LinkedIn Top Voices in Company Culture USA & Canada I Executive Advisor | HR Leader (CHRO) | Leadership Coach | Talent Strategy | Change Leadership | Innovation Culture | Healthcare | Higher Education
5 个月Thank you for sharing Nicolas BEHBAHANI