Jun 13, 2022
Annual Performance Reviews are so 1980s. Why are companies still using them? Maybe because they just don't know another way.
Master Performance Feedback Starting Here
In this podcast, I will share a performance management system that provides the way that works so well with today's workforce. Quit wasting precious time and energy on courses that do not work. You don't like doing them, and employees dread them. Listen to this show for the modern method that works... and is highly effective.
The topic of performance management can bring dread to managers and employees alike. But a successful system can positively impact the bottom line, provide a path for achieving goals, and increase employee morale. This resource center can help managers implement and maintain a successful strategic process.
Vaughn is the co-founder of Results-Driven Leadership. He is a leadership development expert, podcaster, and author. His methods are brought from his real-world experience working on the front lines and living the role of being a high-impact leader and manager. His coaching and training programs offer no theory, just common-sense advice, and direction. He is a former executive with CarMax, the world's largest and most respected company in the auto industry, and is a Fortune 100 Best Places to Work.
Vaughn's mission is to improve the impact of executives and other managers by increasing their knowledge, skills, and abilities.
His motto is "No matter what business you're in, you're in the people business."
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Overview
No Matter What Business You're in, You're in the People Business
Take our Online Course Performance Management That Works
For most organizations in the United States, performance reviews are used to support decisions related to training and career development, compensation, transfers, promotions, and reductions-in-force or employment termination. Generally, the performance review process includes setting clear and specific performance expectations for each employee and providing periodic informal or formal feedback about employee performance relative to those stated goals. Recent trends, however, include a less formalized process focusing on more feedback and coaching rather than a time-consuming paper trail.
Communication
Managers can prevent or remedy many performance problems by ensuring that two-way conversations occur between managers and employees. This results in a complete understanding of what is required when it is required and how everyone's contribution measures up.
Everyone benefits when:
The employee knows exactly where they stand in relation to achieving goals and reaching performance milestones that contribute to career development, promotions, and more.
- The manager gains insights into the people's motivations working for them through the crucial
- The organization retains motivated employees who understand their role and the roles of others in contributing to the organization's overall
Regular Feedback is Key
The ability to give feedback is a superpower. Little nuggets of feedback can change lives. But the word "feedback" has a negative connotation, perhaps because not many people are comfortable giving it.
One mistake many managers make when giving feedback is focusing only on poor performance instead of speaking to successful performance.
You need to create a new mindset if you believe that "Feedback" is negative. It would help if you started over because feedback is suitable for your employees. You have to lean in and embrace providing feedback. If you do, you will outperform those other managers and companies that don't.
It would help if you allowed honest and positive thoughts in your feedback because teams that encourage this will stay together longer. It has been proven that employees who receive specific praise performrm of feedback performed better at future tasks than their counterparts.
For example, two-thirds of employees whose managers focus on their strengths are "fully engaged." When managers focus on their weaknesses, employee engagement drops to 31 percent.
Research shows that focusing people on their shortcomings doesn't enable learning. It impairs it.
Our words inspire, unlock potential, and lift us instead of knocking us down. If that doesn't get you on board with fixing feedback ... nothing will.
Take Our Online Course Performance Management Trat Works
Most importantly, when managers focus on fixing a performance problem through negative feedback, it's a huge turnoff in the employees' minds. Think about that from your experience of having nothing but a steady diet of negative feedback. When we exert control over someone, their performance will go down, outcomes suffer, and learning is limited. As a Results-Driven Manager, remember it's about their future, not your schedule.
Trust and Positivity Are Key
When giving feedback, managers shouldn't be judgmental. Feedback should be intended to help individuals or teams thrive and grow. If not, then don't fool yourself into thinking it's feedback.