Be the change that you want to see in the world.
- Mohandas Gandhi
Performance discussions can’t be a once-a-year thing. If you want a strong performance management culture, these discussions need to happen all the time. Every month. Every week. Every day.
You can approach this two ways:
- Launch a sweeping OD initiative.
- Be like Gandhi.
The best method is probably a combination of both. Here’s the Gandhi way:
Whenever someone you interact with does something awesome, tell them. Then, email their boss to let them know, and CC: the person you’re complimenting.
So much of HR can involve dealing with the things people do wrong. Take a minute to recognize people for being rockstars, too.
Spread the Word:
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The most common performance management practice is to have one annual review and ignore it the rest of the year. The purpose of a performance review is to see where an employee stands on their competencies and goals and create a development plan to improve on them. However, with the “one time a year” approach employees get stuck in a rut and don’t generally improve on their competencies and may not even meet their goals. If managers meet with their employees periodically they can monitor the employee’s improvement and keep their development plan fresh in their mind.
It’s a big confidence booster when your accomplishments are brought to you and your manager’s attention. This only makes you want to work that much harder.
@ReviewSNAP – Thanks for the comment, and right on!