Many managers dread the performance review process because of the time and preparation needed to deliver to and support their employees. BoardSource recently posted an article with practical suggestions to make the process easier. The premise of the article is that more frequent, focused, and conversational discussions are more effective than the once a year variety. The author also contends that these are more efficient and timesaving.
The Quarterly Review: Future Outcomes
The article recommends having goal-focused reviews quarterly, keeping the focus on future outcomes. Even checking mid-quarter on progress helps. Holding positive conversations about progress makes the process far less full of tension and anxiety. Here are some questions to pursue:
- What has gone well in your progress toward your goals?
- What has blocked your progress, and what changes do you need to make?
- What do you plan on doing next?
- How can your manager help you?
As a coach, I think this model is a very good one for one important reason – it teaches all involved to think strategically. At the end of the time frame (quarterly or yearly) a team can ask:
- If performance went well, what can we capitalize on for next year;
- If the project didn’t go as planned, what changes can be made the next time, and/or what adjustments can be made.
Thinking strategically is a very important skill for being a
manager. Therefore, by following this pattern, managers are also mentoring
employees for more responsibility or promotion. In addition, employees receive
clarity about their manager’s
 3 Ways to Lighten up Performance Management Process, Randal Vegter, NewsCred, BoardSource, February, 2019