Beverlee Rasmussen CEC PCC People don’t like performance reviews any more than they liked report cards in school.
Reviews are counterproductive unless the individual is getting only praise. Performance reviews cause people anxiety and fear.
What works better is a written yearly performance plan.
Sit down together and collaboratively establish personal goals that support the company’s objectives.
The most effective way to measure past and plan for future employee performance is to involve them in the process by asking questions.
Here’s a great list of one-on-one performance plan questions you can ask your employees!
One-on-one performance plan questions
- State your understanding of your main duties and responsibilities.
- What do you consider to be your most important achievements of the past year?
- What do you like about working for this organization?
- Has the past year been: great/good/bad/satisfactory for you and why?
- What elements of your job do you find the most difficult?
- Which elements interest you most and least?
- What do you consider to be your most important aims and tasks in the next year?
- 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?
- What actions could be taken to improve your performance in your current position by you and your boss?
- Describe the kind of work or job would you like to be doing in one/two/five year’s time?
- What sort of training/experience would benefit you in the next year? (Name any specific training programs you would be willing to take). List the objectives you set out to achieve in the next 12 months.
Setting Goals
Communicate expectations clearly and work together to set performance goals. With these one-on-one performance plan questions, you create a system that inspires both you and your employee.
Remember, it’s not a performance review, rather a performance plan. Set goals together!
Until next time, enjoy your Entrepreneurial Journey!
