Engagement Tip # 16 – How To Link Feedback and Engagement
In general, treat leaders dislike performance reviews for three key reasons.
- Performance review programs are often too complex and miss the most important point which is two way feedback. It’s too easy to get wrapped up in the scoring and spend energy trying to decide if employees deserve a 3.5 out of 5 or a 3.6. These systems force leaders to put employees in boxes or on a curve.
- Performance reviews are often assessed against the last few weeks or months of contribution. What happened 6 months ago is usually long forgotten by the time performance reviews are done and this diminishes the value of the feedback.
- Most leaders would rather avoid the difficult conversations about performance, drugs period. Who wants to be the bearer of bad news?
Instead of focusing on formal performance reviews, medicine why not get into the habit of holding short one-on-one meetings with your employees, once or twice a month, to discuss how they are doing and to provide the opportunity for them to give you feedback. Make it a true two-way dialogue. Keep notes. Address performance issues before they get out of control. Make it easier on yourself and your employees when formal performance review time rolls around. You’ll both benefit from exchanging more information and have a complete picture of performance. Employees will feel more engage as a result.