I have been tasked with the unpopular assignment of creating performance review forms. Employees want the feedback and the structure but they don’t want the excessive bureaucracy that goes right along with the forms. So how do I balance what the employees want and deserve with a system that does not bring injustice? Well, I have to think outside of the traditional performance review process (and that is hard to do for a trained HR Director!). Yet, I am determined to provide the employees with the feedback and introspection they need to continue growing in their career. It will require an entirely new thought process on their part but I think if we execute properly, we can transform performance through dynamic feedback.
It is simple really, give the employee constructive, caring, written feedback twice a year and give verbal feedback on a weekly basis. How can such a simple process become so bogged down? I don’t know, but it always does! We assign numbers to people to quantify their performance, we give them the same feedback year after year, we focus on the form rather than the person and we do it as quickly as we can to get it off our “to do” list. Is that what people really want? I don’t believe so!
I believe they desire words of affirmation and quality time from their leaders. These are two very powerful performance motivators for an employee. When they know you care about them and you are a competent leader, they trust you. Trust is the foundation for building relationships, respect builds with time and constructive feedback happens in healthy relationships. If you want your employees to flourish under you, just spend time with them, get to know them personally and professionally, care about them, be intentional and consistent about the time you give them every day. It doesn’t take hours of your time, it takes a few minutes every day to build the relationship which will be worth it for you as their leader and for the company. It will reduce turnover, increase morale and make your operation run smooth. Get to know them today, in what ways do they like to be rewarded (it may not be what you think), how would they like you to show them appreciation? What is their favorite candy, restaurant or book? Get to know what motivates them and then act without hesitation!
Start Today… Tammy