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Hello, I'm Jeff Shiver, Managing Principal with People and Processes. I wanted to give you some thoughts today around leadership and supervision, more particularly around performance reviews.
Many times I see people coming into performance reviews being surprised. If you are an employee, you should never be surprised when you come into a performance review. As a manager, you should frequently be going out and having conversations with your employees about their performance and their development. Don't get into a performance review and let it be the first time they've ever heard it.
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One of the tips I can tell you to help you is that many times we remember all of the bad stuff but we never remember the good stuff. How can you remember the good stuff? Well, let me give you a tip.
When you see someone do a good thing, take a moment and write it down on just a slip of paper, drop it into a file folder in your desk, a file folder with their name for example, and when it comes time to write the performance review, just pull that out and say, "Hey, you know, Fred, he did this great thing in September, and he did this thing in October, and oh yeah, we had this issue on November that was different." Now, you've actually got something to work from.
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I used to have to write 50-60 performance reviews at a time. When you start doing that, they all start sounding the same, and that's what you are trying to avoid because they will actually get out on the floor, and they will compare them. "Well, Jeff wrote this about me, and he wrote the same thing about you, and let's check with Fred, he wrote the same thing about Fred." That's what we are really trying to avoid, we really want to give honest feedback, and to help do that, we want to talk about the good as well as well as the bad.
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