Many of the business owners, managers, team leaders and supervisors I work with struggle with how to ensure that the performance review or appraisal meetings they undertake are motivational for the employee (rather than the ‘box ticking exercise’ that some people experience). A simple approach is to craft the meeting agenda to ensure that your employee’s motivational needs are met. Here’s how.
Step 1. Look at what would motivate you in a performance review or appraisal meeting
A start point is to put yourself in the shoes of the employee and answer the question:
‘What would need to happen for you to find a performance review or appraisal meeting with your manager really motivational?’
The idea here is that you, me or anybody will have similar motivational needs in relation to a performance review appraisal meeting. In short, if it motivates you it will probably motivate your employees. Here are some of the answers I’ve had to that same question from other managers:
A motivational performance review or appraisal meeting is:
- A fair and objective review
- A two-way discussion
- When my viewpoint is listened to and valued
- Not just about performance – it’s about my development and job satisfaction
- A chance to review my objectives
- Resulting in a clear plan of action
Step 2. Think about your employee’s motivation needs
This step is about you using your knowledge of the employee to tailor the meeting towards their specific needs. For example, do you know that this particular employee wants and needs to hear a significant amount of praise? Or do they like to spend time exploring their career development options? Or do they prefer to focus on reviewing objectives?
Of course a very neat way to gain this level of understanding is, as part of your pre meeting preparation, to ask your employee the question ‘What will need to happen for you to find the performance review / appraisal meeting we are planning really motivational?’
Step 3. Craft the performance review / appraisal meeting agenda to ensure the motivational needs are met
Here’s an example of an agenda you could use:
Performance Review / Appraisal Meeting Agenda
- Review of performance against objectives
- Review performance objectives and agree to any new objectives
- Discuss and agree on development plans
- Discuss job satisfaction
- Review and summarise the meeting and agree to the next steps
Performance review / Appraisal Summary
Of course you will also need to ensure in the meeting that your review of performance is fair and objective and that your employee is fully involved and listened to. The key point is to remember to incorporate into your meeting agenda some time and space for focusing on your employee’s specific motivational needs.
Would you like a step-by-step guide – that you can read in just 10 minutes – on how to run motivational performance appraisal and review meetings?
Then why not take a look at my Kindle book ‘A step-by-step guide to running performance appraisal meetings that that motivate your staff to higher performance and higher job satisfaction’
This guide was easy to read, well structured and easy to follow… I particularly liked: the emphasis on motivation; the inclusion of job satisfaction ( not something I had come across as a specific appraisal topic before); the approach of drawing in the staff member to the whole process ( making them prepare and getting them to give their views first); the idea of sharing performance feedback and that the manager should be prepared to change their mind on whether objectives have been met in the light of information given by the member of staff.
You can check it out on Amazon (and try a sample) HERE