The “FRESH” Method: 5 Things All Employees Want From Performance Reviews

October 6, 2020 by  

Managers and leaders need to be effective when conducting performance reviews so that employees gain from them not fear them. They should also allow for input and comments from the employees as well during the meeting.  Yes, issues that are a problem need to be raised however, good outcomes and can also be praised at the same time.

Fairness – When I was coming up the ranks this was the most important thing for me. I just wanted to be treated fairly.
For the manager, that means balance. Deliver tough, candid feedback when it is warranted and individualized praise when it is earned. Don’t sugarcoat things, and definitely, do not set impossible expectations as this is harder than we all think.

Rapport – Study after study tells us the connection between a manager and employee is second only to your relationship with family and close friends. We crave strong, professional and rewarding interactions with our boss. It is the deciding factor on whether we stay loyal to a company and meet performance targets.
The annual performance review is a major event in this dynamic. Handled poorly even once can lead to a tenuous situation that results in an undesired break-up.

Expectedness – No Surprises!
Rarely, if ever should the annual appraisal raise issues that have not been discussed during the year. The employee should know what they have done well and what they need to improve on in most cases by the time of their review.
This may be the single biggest cause of blow-ups and disagreements in face-to-face reviews. There is a proven way to avoid this that we outline in this Blueprint.

Specifics – You know those archaic rating scales companies force managers to use? Employees hate them! No human being wants their efforts trivialized down to a random number on a subjective scale.
Rather, they want specific work praised. Specific problems detailed when getting constructive feedback. Specific performance targets to aim for. THIS is a major element to performance-enhancing reviews employees appreciate.

Helpfulness – Do you know the #1 mistake of performance reviews?
Focusing entirely on the past. You can’t change that. You need to assess and address it, of course. But don’t dwell on it.
Instead, you use it to guide where you and the employee will go. What specific training will be delivered to improve skills in the next 30 days? How can the employee have the most impact in the next quarter? What activities should they take to get there?

That is being helpful. All good employees will respond positively when it is delivered effectively.
This all sounds simple and in many ways the concepts are.
But success is measured by executing concepts well, consistently. As well as having hard-won guidance and tips to help you along the way. That is where things get tough.


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