On today’s podcast, we talked about annual performance reviews, why they can be the WORST and suggested alternative ways to provide employees with constructive feedback.

You can download this episode from Itunes or Stitcher or listen below.  Check out our breakdown of the conversation.

WHY ONCE A YEAR FEEDBACK IS NOT ENOUGH

  • Millennials are looking for a coaching and mentoring supervisor and want to know how they are doing and what they can work on often, not once a year
  • Bringing up an issue that happened 11 months ago will only frustrate both the manager and employee
  • Without addressing issues consistently, similar mistakes will happen more often and cause unnecessary frustration
  • Reflecting on an entire year, both positive and negative is really hard and not constructive.

IMPLEMENTING QUARTERLY REVIEWS

  • This is not to take away from a consistent daily interactions but provide a space for a more formalized conversation
  • Can be done as a team review or individual to reflect on the past quarter and look ahead
  • Provides a space to be more proactive with a fast paced environment

4 KEY QUESTIONS AND TRICKS FOR QUARTERLY REVIEWS

  • What are your biggest accomplishments this quarter?

Tips for employees: Reflect on your small wins weekly and write them down

Tips for managers: Identify areas where your employee have improved over the past few months and let them know they are appreciated

  • What challenges did you face?

Tips for employees: Be honest and open about what you faced and how you could improve upon it.

Tips for managers: Ask questions to uncover what your employee found challenging and then give constructive feedback.  Communicate both positive and negative feedback and assess fairly.  Whenever possible, address immediately instead of waiting a full 4 months to resolve an issue.

  • What are professional development opportunities that you want to take advantage of?

Tips for employees: Do your research and find opportunities at different price points.  Anything from job shadowing, free software to upcoming conferences or certifications.  

Tips for managers: You will probably be more in the know about upcoming projects- think about what may be of interest to your employee and what skills they might be missing and what they can do to improve on them

  • What support do you need from your supervisor at this time?

Tips for employees: Take this opportunity to ask them for what you need to succeed in the future and remember this is an “ask” not a “demand.”

Tips for managers: Be open to your employees suggestions. This is also the time to hear what is going on a daily basis with your team.  Use this as a chance to fully understand their workload, their responsibilities and potential upcoming road blocks.

 

 

Alissa Carpenter

Alissa Carpenter

Forbes Contributor, Professional Trainer, Speaker and Career Coach at Everything's Not OK and That's OK
Alissa Carpenter offers professional development and career exploration to companies, alumni groups, student advising units, and individuals across the country. She works to enhance team communication, teamwork and interpersonal skills with an upbeat personality and true passion for working with others to set and achieve goals.Alissa has an MEd in Social and Comparative Analysis in Education, is a Gallup-Certified Clifton Strengths Coach and is certified in the Strong Interest inventory.
Alissa Carpenter

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