Please review my performance.
Said no one ever.
And yet it must happen, right?
We have been working on this where I am employed and have taken a different approach to it.
I remember way back when you said, ‘performance review’, that meant you would have to go in, rate yourself, and then route it to your direct supervisor who would then rate you.
It was the Tinder of the employment world.
Let that sink in for a moment.
We truly used to put a number and/or grade value on someone’s appearance.
Some still do.
Eek.
I know that appearance and hygiene are important, but should we really be people placing a number and grade value on that?
How about just a good old conversation if there is an actual issue with this?
Seems simple.
We did away with grade and number levels in our eval process.
You either meet requirements, or it needs improvement.
Crystal clear expectations.
No grades.
No levels.
Just, you did it!
Or ... you didn’t and we then can have a conversation on what we can do collectively to change that fact.
We have even gone as far as to stop calling in EVALUATIONS.
We have changed it to Vibe Checks.
“Hey, I am headed into my vibe check” is a whole lot different than…
“Hey, I am headed into my evaluation”
Just as tone matters and the way that you convey things matters, so does how you refer to them.
Are you vibing with your employees enough to create honest and open conversations?
Are you weighing the options of how your evaluation process may speak to your team?
Think about it.
It can mean the difference between keeping good and healthy talent
Vs…
Turning off and losing staff that you would have ultimately wanted to stay for the long-haul.
