The Elements

By Andrea Schlapia   |   October 7, 2014

9 Ways to Motivate Employees with Performance Reviews

Categories: Blog, Human Element, Performance Evaluation

9 Ways to Motivate Employees with Performance Reviews

 

Let’s face it, this time of year managers and employees alike are starting to think about performance reviews. Stress and anxiety levels rise and less than favorable opinions about performance reviews are muttered between peers. To top it off, a recent Leadership IQ study of 48,000 leaders said that only 13% of those leaders find reviews useful.

Effective performance reviews are an opportunity for honest and open communication. Although past performance is discussed, you can inspire and engage employees by placing focus on plans for the future. As leaders, we need to change the perception of performance reviews from ineffective, uncomfortable, and criticism focused to collaborative and positive, even when communicating negative results.

There are 9 actions managers can take to conduct performance reviews to encourage and motivate employees.

1)      Hold Reviews On Neutral Ground: Get out of the office! One of the worst places to hold a review is on your turf. Employees will feel more relaxed and are more likely to contribute to a conversation in an environment that is neutral.

2)      Know Your Team: Attitude and performance are two key components of every team member’s position. The two are often linked together and at times there are outside forces causing employee unhappiness, poor attitude, and unsatisfactory performance.  Be friendly enough to know what’s going on in their life. This doesn’t mean you need to be friends with employees but you should know them well enough to talk casually about their life outside of work. This will help develop trust and allow you to see the whole picture.

3)      Have Systems And Processes In Place: Employees want to belong to a company that understands how to manage people and has consistent performance review processes in place. Share your process with employees early on to avoid surprise and to create mutual respect between both parties.

4)      Hold Informal Meetings: Make performance management part of your culture. Schedule informal reviews throughout the year to improve communication, build rapport, and provide a benchmark to ensure goals are consistently met. Keep in mind; employees will support what they help create. This is a great time to reassess tasks and collaborate with team members.

5)      Prepare In Advance: Plan for reviews. Leaders typically get anxious 6-8 weeks before the review but wait until crunch time to prepare. Effective leadership manages performance year round. Document performance along with specific metrics and store them in an electronic folder to maintain uniformity and organization.

6)      Avoid Using Stock Phrases: Reviews need to be specific and meaningful. Avoid generic phrases such as; “Jane, you really did a great job this year.” Instead, provide clear-cut examples; “Jane, your input on our project in the 2nd quarter really made a difference to the bottom line and engaged our clients.” The more specific your language,  the more impact it will have.

7)      Provide Alignment: Employees are motivated when they see how their day-to-day work applies to the big picture. Educate employees so they understand how their job duties contribute to the overall goals of your firm.

8)     Talk About The Future: Recreate your performance appraisals to include future plans and goals for your firm and employees. While past performance is reviewed, employees will be motivated when you incorporate a vision that helps move them forward. Discuss career ambitions, new responsibilities, and professional development. Employees are likely to be receptive and motivated when you talk about where you see them in the next 12 months versus placing the entire focus on the past.

9)      Ask Good Questions: A good leader must listen, ask questions, and position employees so they feel comfortable during reviews. Start with discussion and questions; “Tell me about your highlights during this performance period.” “What areas would you like more help?” “How have you used your skills and competencies?”Team members will realize that the review isn’t just a one-way drill.

 

In conclusion, employees spend more time each day with their managers and co-workers than with family. A quality relationship is critical to the level of engagement and success of a team. Train managers to plan for and deliver performance reviews that empower and strengthen employees. Employees won’t leave a company, but they will leave a manager.

“Leaders become great, not because of their power, but because of their ability to empower others.” – John Maxwell

 

The foundation of our Performance Coaching and Consulting Programs are based on Ironstone’s Fundamental 4™, which is essential to design, develop, and sustain a successful business. Our ultimate goal is to help you avoid trial and error; shifting your mindset to launch your process of intentional change. [LEARN MORE]

Photo credit: ©iStock/Getty Images/Thinkstock

 

 

 

 

 

 

 

 

 

 


Andrea Schlapia
Organizational Development and Human Capital

Andrea Schlapia, RCC™, HCS, sHRBP, is the Founder and CEO of Ironstone, which represents the culmination of her 20+ year career within the financial services industry. Her experience began as a financial advisor evolving into a consultant coach for advisors entering the field. This ignited her passion to support others through learning and development of best practices in order to achieve substantial results. To this end, she followed her desire into positions of senior-level practice management specialists for Dreyfus, Prudential, and DWS Investments prior to the realization of Ironstone.  Andrea’s focus is on practice management strategies to enhance and improve both business and personal life.

Andrea identifies 4 key performance areas known as the Fundamental 4™, which are required to design, develop, and sustain a successful business. Through coaching sessions and speaking engagements, she captivates her audience with interactive, high-energy presentations which are built with “how-to” strategies resulting in real-world implementation for significant impact. Andrea has been featured in multiple publications and audio broadcasts as a specialist and distinguished spokeswoman in the financial industry.

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4 thoughts on “9 Ways to Motivate Employees with Performance Reviews

  1. Krishna Chandra Jha says:

    I would like to subscribe your blogs.

  2. Ironstone says:

    Hello Krishna, Great! You can sign up for our blog by clicking on “get our blog posts delivered by email” just above this comment section. Let us know if you have questions. To your success!

  3. Brandon Nelson says:

    Fantastic article!

    Employees are not always motivated by the almighty dollar. Instead, communication between co-workers, management and departments go a long way. Once employees realize the piece of the puzzle they play in the overall organization, they are more likely to be motivated.

    Communication during performance reviews (both before and after) help align the employee to the overall objectives of the Company and instill a sense of partnership between the Company and employee.

    1. Ironstone says:

      Thanks Brandon! You provided great insight as well and couldn’t agree with you more.

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