In December, I suggested ways to revise conventional so-called "progressive discipline." In January, I followed up on the topic based on reader input. This month, I want to remake the performance review.
When I speak at SHRM conferences on the topic of performance reviews, I typically begin with a question: "How many of you are in organizations that use a formalized performance review?"
Typically, there's a sea of hands. I then ask: "Do you agree with the following statement? 'The performance review is well worth the time and effort it takes based on its return in employee productivity, engagement and retention.' "
The sea instantly drains.
A Different Approach: The 3 Tools
In this column, I want to share an alternative approach. Previously, I've written about the Same Day Summary (a brief written summary of key takeaways from a recent meeting or discussion); the No-FEAR Confrontation (first Frame the topic of conversation, then go into active listening mode; Explore the other person's view; get them to Acknowledge that you understand their points; and then and only then Respond with your point of view); and the Star Profile (succinctly capture the most important behaviors and actions in a particular position.)
Here's how they work together.
Step One: Craft a Star Profile (SP) for each position reporting to you. This is not the job description, but it can draw key components from a current job description. Have a real-time conversation with each employee about what you...
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