It`s not your employee`s responsibility to figure out what areas they need to improve in. Performance reviews should not be the equivalent of a game of charades. Gone are the days of the boss – subordinate relationship. That was a fear and control based environment.
Today`s leading companies foster positive relationships between managers and employees. The best managers function as a coach, advisor, teacher and supporter. They also look to improve employee performance by finding opportunities daily to provide feedback, development skills and offer praise and recognition for good performance.
Tips for immediate improvement:
- Identify areas to improve and provide specific input on what to do and how to do it better.
- Provide praise and recognize effort and good work as soon as it happens.
- Don’t use annual performance reviews to dump on someone for what they did wrong 6 months ago.
- Remove barriers and systems that hinder success and effectiveness.
- Model the behaviours and attitudes you want your employees to demonstrate – lead by example!
Check to make sure your efforts are working. Ask employees to provide feedback on what they are learning and how they are using new skills and knowledge. If something needs improvement, find a way to quickly make the necessary changes and remove barriers to performance. Creating an environment where employees can grow and thrive can be transformational. It is also a good way to retain star performers by engaging them at a deep level.