How to get best value from appraisals
I was talking with a client and sensed their dread in the upcoming performance appraisal process. Their concern was the low return on the time and effort of the performance appraisal process. They felt it rarely motivated and inspire others. Do you feel the same way?
While the season of performance appraisals or reviews is approaching, take this opportunity to turn the dread on its head.
Here 5 ways to make the appraisal conversation an inspiring and motivational conversation:
Declare your intention
Is your intention to do the appraisal as quickly as possible and with the least amount of tension and angst? Or is your intention to use the appraisal as a valuable opportunity to focus on other’s growth, learning and development. You can’t fake your intention.Appreciate before appraise
Begin by expressing your appreciation for what you value about who they are as a person, for their effort and commitment. Focus on appreciating who they are before appraising what they did. There is always something to appreciate about in others. Find it and share it.Caring criticism
Constructive criticism may not be experienced as caring criticism. If you deeply care about their learning, growth and success, they are more open to learn from your caring criticism. Don’t assume they know you care, tell them you do.Appraise the ‘how’
Appraise them for HOW they performed, evaluate them for WHAT they accomplished. The learning is in the ‘how’ – when they learn how to become more of their best, they perform more at their best.Stay curious
Be open to understand how the team member may see things differently to you. Accept they may have a different perspective about what and how they performed. Rather than show-up with a predetermined assessment of their performance, be where they are at.
As a leader, your greatest value to others is how you create the environment for them to learn more, become more and accomplish more. Leaders grow leaders.
May you flourish
Bernard