Twice a year, employees in large companies usually have to go through a Performance Review where managers can provide employees with feedback on their job performance. The problem with this system is that it’s disruptive and counterproductive.
Yet, instead of an inspiring discussion about how to enhance people’s performance, the reviews tend to cause disruptions, anxiety and de-motivated team members and managers. Perhaps this is because performance reviews and appraisals are rarely given in an environment where true coaching and feedback to employees can take place.
Managers think that they are actually coaching; whereas they are really just giving one-way feedback, from manager to employee, about the employee’s work related performance. These reviews take place in an environment and use language and processes that are not aligned with coaching. And employees know it.
The Performance Management System goal should be to provide on-going coaching and feedback to employees about their job performance, their goals, their approach to innovation and the opportunities before them to create value for their department and its customers.
There are progressive companies that have moved away from traditional performance reviews, in favor of creating cultures of coaching and development. Such organizations have managed to re-shape their cultures to ones based on coaching.
Managers must learn to be coaches and regularly ask staff:
● What are you working on? (i.e., not just the day-to-day job but any ideas for change, improvement, etc.)
● What are the potentials? (of their ideas)
● What are the applications this might have in the future? (i.e., To improve the department, its customers and employees)
● What are your challenges? (So the manager can immediately explore ideas on how to overcome these challenges)
● How can I help? (Which is a critical element in coaching)
The ideal process for managing performance is one that motivates and supports staff to contribute to the success of the organization. We must adopt a process that encourages on-going communication and coaching between managers and their employees.
