Rasmussen MA CEC PCC People don’t like performance reviews any more than they like report cards in school. Considering how humans are wired, reviews are counterproductive unless the individual is getting only praise.
Dr. Edwards Deming put it this way:
“Evaluation of performance, merit rating or annual review… it nourishes short-term performance, annihilates long-term planning, builds fear, demolishes teamwork, nourishes rivalry and politics
~ It leaves people bitter, crushed, bruised, battered, desolate, despondent dejected, feeling inferior, some even depressed, unfit for work for weeks after receipt of rating, unable to comprehend why they are inferior. It is unfair, as it ascribes to the people in a group differences that may be
caused totally by the system that they work in.“
Love that guy. He nailed it.
As the boss, you need to ask your employees questions about their performance.
The most effective way to measure past and plan for future employee performance is to involve them in the process by asking questions. Sit down together and collaboratively establish personal goals that support the company’s objectives.
12 questions to ask your employees about their performance
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Will you state your understanding of your main duties and responsibilities?
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Has the past year been: great/good/bad/satisfactory for you and why?
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What do you consider to be your most important achievements of the past year?
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What do you like about working for this organization?
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What elements of your job do you find the most difficult?
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What elements of your job interest you most and least?
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What do you consider to be your most important aims and tasks in the next year?
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What actions could be taken to improve your performance in your current position by you and your boss?
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What kind of work or job would you like to be doing in one/two/five year’s time?
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What sort of training/experience would benefit you in the next year? (Name any specific training programs you would be willing to take.)
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List the objectives you set out to achieve in the next twelve months.
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In light of your current capabilities and your future personal growth and/or job aspirations, what activities and tasks would you like to focus on during the next year?
Questions mean collaboration!
Communicate expectations clearly and work together to set performance goals. As the owner or leader of the business, create a plan for yourself and review it with someone on your team. From the plan, create performance goals that inspire both the employee and the boss.
Until next time, enjoy your Entrepreneurial Journey!
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