Performance Reviews
If you are doing performance reviews this month, you know that some of your people will be anxious about them.
Consider setting a more positive tone by asking them in advance to consider:
What aspects of your job this year did you enjoy the most and would like to expand?
What aspects of your job this year do you think could be improved? What is needed for that?
What would you like to accomplish in this company in the coming year?
Where do you want to be professionally in five years? What steps will you need to take to get there?
Part of performance reviews is the “report card” of the past year’s performance, of course, but if you can tie it into the future-focused goal-setting framework, the person will be far more motivated toward improvements. As their supervisor, make sure to note the responses they give, and try to empower your people to take on more of the tasks they do well and love doing, as well as the things in which they will need to demonstrate “sustained competence” to be ready for the advancements they want.
(image source: https://bsky.app/profile/ninememes.com/post/3lbf7ntjxtc2p)