A Key To Possibilities
Most managers don’t like performance reviews for a variety of reasons. Some companies don’t even give employee feedback. How you choose (or not choose) to conduct employee reviews can be either a key to possibilities or a lock to overlooked.
I introduced you to Molly in the Interview Me Not series and we watched her begin her first job search; however, several months ago I introduced you to Tommy. He already had a job and was totally devoted to his employer but we saw where his employer made the wrong decisions. Since it’s been awhile, let’s recap.
Tommy worked for ABC Company for five years. While he was there his attendance was excellent, his job duties were completed on-time – or before – and he always had a great attitude. Management often used Tommy as an example during managerial meetings using comments such as “If we only had more employees like Tommy” and “I wish I could steal Tommy for my department”.
So, from the above, wouldn’t you think that Tommy is ABC Company’s star employee?
If this were true, why would Tommy, at the beginning of his sixth year, leave ABC to go work for 123 Industries? He would make the same amount of money doing a job practically identical to the one at ABC.
If you’ve not read the post about Tommy and would like to know his complete story, click here before continuing.
Time to Communicate
According to the Google dictionary, communicate is defined as follows:
- Share or exchange information, news, or ideas: “the prisoner was forbidden to communicate with his family”.
- Impart or pass on (information, news, or ideas): “he communicated his findings to the inspector”.
The performance review time is a time to communicate. Find out what’s on the minds of your employees by asking open-ended questions. Don’t wait and do the review in five minutes. Make it a valued moment between employer and employee.
If you don’t communicate, you lose the key to possibilities.
Questions To Ask
Examples of great questions to ask are:
- What is your dream job?
- What would you like to be doing three years from now?
- What is something you could do at work that would be valuable to the team but that I might not know about?
Questions Not to Ask
Don’t ask questions such as:
- Are you a good employee? (Would you admit it if you were a poor performer?)
- Do you do good work? (Again, if you KNOW your work is poor, are you going to admit it?)
- Don’t you enjoy working here?
Did things work out for Tommy?
Maybe it is time to follow-up with him?! Sources say that Tommy is still working with 123 Industries and has already been named Outstanding New Hire. He is very happy at 123 and is quickly realizing that his decision to leave ABC Company was the right choice.
By discovering the hidden abilities within your employees you’ve given yourself a key to unlock potential and discover new possibilities.Tommy discovered that one role of a manager is to build and enhance the team and the management team at ABC does just that. The question is…do you and I?