Creating a Positive Performance Review Experience
A Guide for Emotionally Intelligent Leaders
One of the Four Frameworks of The Humanized Leader System is Performance Leadership. Putting command and control to the side, this type of leader uses vision, communication, collaboration, and agreements to elicit high performance from their teams.
A key tool is the performance review. Many have a love/hate relationship with this tool, yet when it is done well, it is an effective way to assess and establish performance criteria.
On the one hand, the review conversation enables business leaders to connect with their team to foster growth, motivation, clarity, and realignment with core values. Done poorly, reviews are dreaded and viewed as top-down criticism. Humanized Leaders realize this and embrace the review protocol as a chance to strengthen the bond between leaders and team, driving productivity and employee satisfaction.
The Pitfalls of Performance Reviews
Many entrepreneurial business leaders struggle to give performance reviews, and the process becomes a source of frustration and stress for both giver and receiver. Accurate and honest self-assessment is required as the performance review can make or break engagement.
Here are 6 key assessment questions to ask of yourself:
Use Performance Reviews to Empower the Employee
After a good self-assessment, the leader will experience a pivot in perspective that places the employee in the empowering position. To create the optimum opportunity for performance leadership, employees take the reins in their own evaluations. As the leader, you must become the best listener on earth so that the team member wants to share their perspectives, challenges, aspirations, and where they find meaning in work.
Ask team members to conduct their own self-review and then truly consider what is important to them. From here, collaborate on not only professional goals, but also personal development plans that align with their awareness and desires.
As you offer feedback, let your insights also be driven by the employee. What are they celebrating in the review period? Where were mistakes made? What did they learn? How do they want to adjust in the coming period? This allows you to pivot from boss to coach – a key skill in humanized leadership. Further, the employee who drives this conversation owns the results of the conversation. This elevates agreements and accountability.
Practice Your Humanized Leader Skills During Performance Reviews
The skills you’ll use to deliver powerful performance reviews are the same skills you’ll use as a Humanized Leader – a heart-centered business leader who recognizes that people are at the heart of business. Developing EQ (Humanized Leadership) is a series of repeatable skills practiced over time. Seek opportunities to strengthen these skills in particular:
Approach Performance Reviews with Confidence
Creating a positive performance review experience is essential for The Humanized Leader. By focusing on the emotionally intelligent skills of feedback, collaborative goal setting, empowering employees, and listening with heart, performance reviews are transformed into a useful and motivating experience. With a quick glance at the past, and a long look into the future, bonds can be strengthened between leader and team, a shared journey of growth and development ensues, and productivity and satisfaction can soar.
Mary Pat Knight is CEO of Leaders Inspired an executive coaching and consulting agency devoted to the development of emotionally intelligent leaders. She is also the author of the Amazon #1 International Best Selling book, The Humanized Leader.
The ground-breaking new book, The Humanized Leader: The Transformative Power of Emotionally Intelligent Leadership to Impact Culture, Team and Business Results, is now available in Kindle, paperback, or as an audiobook. To get your copy or extras for your team, click the button below.