In a recent session with a middle manager we struck something pretty profound. Now I get paid to listen to people, help them see their motivations, goals, and then support them to get what they want. In this particular case I had gotten some feedback from his team that at times he can be defensive and talk too much. I asked the crew if I could support the leader to look at these things, to which they agreed. After all, potentially making a change in this behavior would reap great energetic rewards for his teammates.
If you have employees, you are going to encounter employee problems.
The best approach to addressing issues with employees is clear, authentic communication.
Conducting powerful performance reviews is key to maintaining a positive company culture.
When to Conduct a Performance Review
Most performance reviews are held annually, however you have the freedom to hold them as often as you feel necessary. Some owners hold them every six months; some do so even more frequently.
The important thing to realize is that your employees can view performance reviews as negative. When you schedule these reviews, do it in person and explain that it’s a time to have a conversation – not a lecture – about what’s going well and what can be improved.