‘Tis the Season to Give Feedback
December 9th, 2011 by Jennifer Rufatto in Organizational Performance
For many managers, end-of-the-year activities include completing employee reviews as part of a performance management system. Giving year-end feedback is something that some managers view as “checking one more thing off the list.” Some employees view the activity as a “necessary evil.” Often, this is a missed opportunity to start the new year with a bang—especially with high performers. In 2011, the high performers did most things very well; yet, managers often feel compelled to give “developmental” feedback. Managers feel they aren’t doing their job if they can’t find something that is less than awesome. As a result, high performers leave the review slightly miffed that the manager documented an obscure area of improvement just to ensure the review wasn’t too glowing.
I am going to suggest a very radical approach to performance reviews for high performers. Focus on all they did well and … end the review. Resist adding the developmental feedback—unless it is actually a critical success factor.
High performers are high performers because they self-analyze and independently seek to improve. Ask them what they would like to improve in 2012, identify how you can help them, and conclude the review without saying anything negative. Discuss personal growth and development in 2012, but frame it from a perspective of what they want to accomplish and not from the often misused perspective of “no one is perfect,” “we don’t want them too big for their britches,” “everyone has the ability to improve,” etc.
While some of those axioms are true for some people, I believe that high performers will appreciate managers identifying how they can help them move in the direction they want to go. Try ending the review with a Merry Christmas, Happy New Year, and keep up the great work in 2012.
Jennifer Rufatto is a consultant at FlashPoint. She focuses her consulting in the areas of workplace learning and leadership development.
Image: Keattikorn
Nice article. I appreciate the focus on strengths instead of weaknesses. It is a sure way to engage high performers to STAY high performers. All employees have at least one weakness, but focusing them on improving it is counterproductive. While negative behaviors that are affecting the work place should receive coaching and be addressed appropriately, I believe performance coaching is much more productive when it is focused on how an employee can leverage their strength(s) to engage in the work place!
Thank you! Who doesn’t want to be extra-ordinary?! And that is achieved through being the best YOU you can be. Bless Clifton and Buckingham for StrengthsFinder!