In our ever-evolving and increasingly hybrid world of work, the approach to a performance review is undergoing a significant transformation. Gone are the days when evaluations were solely results-oriented, focusing narrowly on the outcomes without considering the broader spectrum of an employee’s contributions.

Taking a more holistic approach is far more effective, as it emphasizes your employee’s skill set, strengths, motivation, and connection with the company vision. Below are 3 key elements to conducting performance reviews that allows you to assess but also empower employees, fostering a work environment conducive to growth, satisfaction, and alignment with your business’ goals.

The HOW: Optimizing the resources available to your staff

This is often the most challenging feedback to provide to an employee in a performance review, especially if they’re a top performer. They’re usually set in their ways because the methods and systems they currently use are already getting them the results they want. Employees who are motivated by hitting their numbers aren’t concerning themselves with the most efficient or effective way to complete a task because their focus is solely on the WHAT – reaching their goals.

The best way to help them broaden their horizons and be more receptive to changing how they approach their tasks is to focus on how much more they could accomplish. High achievers are always searching for the next carrot to chase, and it’s crucial to highlight that every new “level” they want to reach requires an expansion of their existing skills, work ethic, and mindset. Change is always difficult for employees who are used to being the “best,” but if they truly want to grow, they will embrace the challenge.

If they’re resistant, then the next question becomes “What do you need in order to feel comfortable learning about and implementing this [method, resource, etc]?” They might say that they’re afraid of falling behind on their goals, that they don’t have the time, or that the new processes are outside of their comfort zone. It’s your responsibility to acknowledge their concerns and then provide the resources they need to feel confident and motivated to execute these changes.

The WHY: Align feedback with your company’s vision and your employee’s motivations

Oftentimes, employees get caught in the weeds of their daily tasks and lose touch with the purpose that their work serves. These employees usually feel overwhelmed and as if they’re just moving through the motions in their work. In these instances, it’s helpful to begin the performance review by asking your employee if they feel like they’re adding value with the work they’re doing. Remind them of the specific goal that their role contributes to, and then allow them to share whether or not this objective is apparent in their day-to-day responsibilities.

You can take the conversation a step further and ask them if this is the type of objective they want to be contributing to in their role. You might find that they’re seeking to add value in a different way that is more aligned with their strengths and motivations. If there’s flexibility in their role, then this is an opportunity to make small changes so that their values and their work become more in sync.

Lastly, be sure to give them space to share what their personal motivations and aspirations are for their career and how they wish to grow within your company. Oftentimes, employees make the false assumption that they have to stay in the role they were hired for and follow a linear path to growth, so initiating this type of dialogue will not only help you build a more effective team, but it will make your employees feel a sense of ownership, which is the ultimate driver for motivation.

The WHAT: Capitalize on strengths to maximize their potential

More often than not, employees aren’t fully aware of the extent of their potential because they’ve been put in a box that only outlines certain responsibilities. When conducting a performance review, it’s crucial to offer your observations of your employee’s strengths and highlight where you believe they really shine. Not only will this encourage them to double down on these strengths, but it will give them the confidence to take more initiative and continue to hone these skills.

Once you’ve acknowledged their unique talents, the next step is to share what you believe they’re capable of and WHY you believe they’re qualified to meet these expectations. Top performers always want a challenge, but in order to actually go after it, they have to feel supported and confident that they can deliver.

A successful performance review is one where the employee walks away feeling energized to learn and to expand on what they’re already doing right – not just fixing what they’re doing wrong. Focusing on their strengths and giving them a blueprint on how to maximize them is the most effective way to give feedback that actually gets implemented.

In summary: A performance review is an opportunity to empower, not to criticize

Reimagining performance reviews to focus on methods and resources, alignment with vision and motivation, and leveraging strengths marks a shift towards a more empowering and effective management practice. This strategy not only evaluates your employees’ current performance but also sets a pathway for personal and professional growth, aligning individual contributions with the broader objectives of your company.

By fostering an environment that values continuous development, you can unlock the full potential of your team, driving both individual satisfaction and organizational success. Through thoughtful feedback and targeted development plans, performance reviews can transform from a mere formality into a cornerstone of strategic talent management and organizational growth.

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Not sure where to start?

If you’re struggling to initiate an effective performance review with your staff and want some more guidance on how to have these crucial conversations, send me an email at [email protected] or click the link below to book a complimentary Discovery Call.