Can Performance Reviews Really Be Simple AND Effective?
Today’s practical leadership tip is a little different. I asked Tiffany Childs, our marketing manager, to provide her perspective of the performance review she “received” on Monday. Here is her commentary:
How many times have you been in a performance review, either as the reviewer or the one being reviewed, and felt unsatisfied at the end? Having a periodic review is a necessary part of working in any environment and so we’ve all most likely had our fair share of them, but it seems as though often managers are just going through the motions in these reviews.
I feel that is a shame because I believe reviews are meant to be a time to offer congratulations on jobs well done as well as insight to areas where improvement can be made – on both sides. Certainly the focus is on the employee, but as an employee I feel we should also have things to say about what is working or not working for us, too. And we should be made to feel comfortable enough to say them.
At Enlightened Leadership Solutions, Ed Oakley likes to use our own Framework for Leadership™ in his daily work and so when my 90-day review came around recently I was able to experience a review process that was, well, enlightening, compared to what I’ve seen in the past.
Ed began the meeting focusing on what I liked or appreciated about my role. It was right out of Leadership Made Simple, and there was nothing hokey about it! This started off the meeting with a high level of excitement for me as I was able to share what kind of things I really enjoyed doing. I also was able to share some of the things I found challenging or just didn’t agree with and that was a big relief.
Next, Ed asked what was my ideal role. Can you imagine that? He wasn’t saying, “This is what I want you to accomplish before your next review.” I was able to share what I thought would be the best use of my talents and he listened to them! The funny thing is that as I talked Ed become more and more excited. It turned out that some of the things I was really interested in, Ed wasn’t sure I’d want to do and that has opened a whole new area of opportunity, for both me personally, as well as the company.
Finally, Ed’s turn to talk came, but he started with what he appreciated about me and then moved into what he thought my role should be. With my input already out there it was so easy to create mutual goals that we both felt good about.
Many times in the past I have felt nervous going into reviews. I have always believed I do my job well, but I never knew what new roles or tasks I would be forced to take on and whatever those roles were I would have to take them in order to get a good review when the next time came around. With Ed using key parts of our Framework I felt good about myself, my work and my future from the start of the review. And I’m even more excited about our upcoming work because a lot of it fits into my ideal role.
What are your thoughts on the review process in your company, from either side of the review? We would love to hear your stories, whether it be successes or challenges.
And what else would like us to write about? And yes, we realize we have some requests that we have not responded to. 
To Your Continued Success!