As we speak, many organizations are in the midst of finalizing their annual performance review.

I have been working with some of my clients to help them shift to a performance feedback and goal-oriented process that will enhance overall performance and engagement for the coming year, and beyond.

Moving forward from the performance review creates a new opportunity for everyone, almost a clean slate, to do better this year.  For leaders, this starts with the intention of creating better conversations on a regular basis with their team members.

Reflect on the past, but focus on the future

Improving and sustaining performance is one of the main reasons organizations have a formal performance management process.  The degree of formality required is debatable, but the most effective performance management programs are those that stimulate conversation about the things that will most impact performance and engagement.

While evaluating your employee’s past performance is insightful, the future-focused conversations that focus on the skills and behaviors that will improve performance and achieve their goals are the most powerful conversations.

Remember, you are an employee too!  What specific feedback about your performance would you like to receive more of from your Manager?  What support do you need to achieve your goals this year?

In this video I will share the reasons why incorporating performance feedback into your 1:1’s and conversations is essential, and I will share some strategies of how you can get started or tweak your approach to maximize your effectiveness.