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The Thing That Should Not Be

Butterflies. Sweaty palms. Feeling lightheaded. No, you’re not in love. You’re about to have your annual performance review.

Same Old Complaint?
Much has been written about the lament both managers and employees feel about this process, and quite frankly I don’t want to repeat that tired message. For me the issue is really about trust. Effective leadership is not based on one meeting a year that either includes a “surprise” about performance; or, simply ignores the obvious problems with the employee’s impact on the organization. Both issues are leadership failures. Period.

But What About the Form?
We love forms in HR, right? (gag) Oh, and we love check boxes on those forms too. (gag) What we really love are regular (read here => NOT ANNUAL) opportunities to discuss performance with employees. It is within those meetings that the trusting relationship between manager and employee can begin to develop and grow. No forms required.

Going A Step Further

If we’re really going to get serious about talent, both finding it and retaining it, it seems to me we need much deeper relationships within our organizations than what an annual check box party can accommodate. Asking about why employees stay, and what challenges make them consider leaving get to the heart of the matter. Just as in the other parts of our lives, when we do something over and over we become more confident. Imagine what it would be like if every leader met regularly with their team members?

No more butterflies, sweaty palms or feeling lightheaded.

How About You
What process do you use to build trust with your team? Do you put all your eggs in the Cro-Magnon Man era annual review; or, do you actually connect with your team throughout the year?

I’d love to hear from you.

No Excuses.

pic courtesy of flamingtext