The Performance Review of Hope

It's more than just a report card

As you are conducting your next round of performance reviews, consider focusing the discussions to get the best out of your people in the coming year.

Rather than “strengths” and ‘weaknesses,” consider having a mindset of “things you are doing well—great job!” and “stuff where you have room for improvement… and here’s how I think we can get that improvement.”

Include a focus on their growth. “I know you’d like to be a project manager in a few years. Let’s get you ready for that. I’d like to see you continue doing X, to get some more experience on that. Let’s get you some training on Y, so you get grow your skills there. And let’s get you working on some Z projects, so that you grow your experience level there, too.”

Performance reviews done with a focus on showing them the path to the success and fulfillment THEY want greatly aids morale and retention.

(Photo by Marc-Olivier Jodoin on Unsplash)