We just finished our semi-annual reviews here at Leadr, and we wanted to share some of our main takeaways with those of you looking to make your reviews more impactful and engaging (hint: that should be everyone).
The employees that look forward to their reviews have a few things in common:
1. They've been well prepped for what to expect during their review.
2. They have plenty of documented 1:1 conversations, goals, wins, and learnings to reference as they're completing their portion of the review.
3. They experience no surprises during their review conversation because their growth and performance is discussed throughout the year leading up to their review.
4. They're open to feedback knowing their leader is partnering with them for further development, not looking to point out shortcomings.
5. They have received frequent recognition outside of review season. Harvard Business Review posted this on Instagramsaying, "managers rated in the top 10% for giving recognition are much more likely to have employees who report feeling engaged, confident they’ll be treated fairly, and willing to put in higher levels of discretionary effort."
What do all of these 5 things have in common?
None of them are isolated to the performance review conversation. They are the intentional patterns that happen between managers and their employees all year around.
If you find that you only offer feedback, create goals, discuss development, etc. once a year, it's likely your employees are not going to be eagerly awaiting their review... It might be time to make some changes.
Leadrs review module is designed to help you keep all of these things front of mind and implement the weekly rhythms that make your employees look forward to reviews and look forward to coming to work every day. You can get a sneak peak for free.Request a custom Leadr walk through here.
Which of these 5 practices do you struggle most with? Comment and let us know.