7 Quick Tips to Make Performance Reviews Effective

Imagine standing inside a giant jar of jellybeans, minus the
beans and delicious smell.


Looking through the glass, you can see there is a label, but you
cannot figure out what it says. You can also see dozens of other
people, all within their respective jars, none of whom can see
what’s written on their own label.


You can see their label and they can see yours, but no one can
see their own.


This is exactly where most of us find ourselves when it comes to
understanding our own greatness and how to improve. We want
growth, but it’s difficult to know how without gaining insight
from others. Since we think we’re supposed to know what’s on the
label, we end up with a recipe for insanity and stalled
performance.


“Insanity: doing the same thing over and over again and expecting
different results.” –Albert Einstein


Creating a systematic approach to giving and receiving feedback
ensures consistency in having a chance to gain perspective, share
our own and evolve in the process.


Here are seven quick tips to make performance reviews effective:


Set Specific Goals. When you know what goals are
important to each of your team members, performance reviews
become a vehicle for helping them succeed.


Purposeful. When you tie feedback to meaningful
and specific results (individual or team), incorporating your
feedback becomes worthwhile. 


Railroad Approach. By helping your team
recognize how their professional goals contribute to your team
goals, you set yourself up to provide helpful feedback for both
parties. 


Deliberate Distress. By consistently (daily,
when possible) creating opportunities for giving and receiving
feedback, you train your team to let their guards down while
remaining open to feedback.  


Take note. When you see an opportunity for
improvement, or a chance to acknowledge a job well done, share in
the moment (when appropriate and helpful). Take note of the
experience so that you can easily highlight behavior patterns
during more formal reviews.  


Reflective. Good performance reviews require
reflection. By allowing yourself time to reflect on your team’s
individual performances, you arm yourself with thoughtful and
specific feedback that’s actionable and growth provoking.


Keep it Real. By consistently seeking feedback,
you keep yourself tapped into the challenge of receiving
difficult feedback along with the joy of hearing what a great job
you’ve done. Both are helpful in adjusting your approach to have
the greatest impact on others.


Find your way toward consistency in this area of your leadership
and watch as you become a magnet for greatness.


Here’s to your greatness,


Misti Burmeister


P.S. If you’d like to attract the NFL players of your industry
and aren’t sure where to begin, check out my latest book.