So, you are coming to the end of the performance review or appraisal meeting. Things have gone well. How do you now review and close the meeting in a way that leaves the employee feeling satisfied and motivated?
In my blog ‘Performance Appraisal: 3 Steps to a Motivational Meeting’ I talk about ways to ensure your employees find the performance review or appraisal process motivational. In this blog I want to focus on one of the most important (and often overlooked) parts of the meeting – how you review and close
Here are my five tips for effectively reviewing and closing the performance review or appraisal meeting:
5 Performance Review / Appraisal Tips: Reviewing and Closing the Meeting
1. Review the main points
Go over the main points of the meeting – agreeing the positive points and any improvement areas
2. Agree an action plan
Agree a plan to carry out any action points e.g. training, performance improvement actions, employee satisfaction improvements etc
3. Explain the performance appraisal process
Explain (if you need to) what happens next, and when, in the review or appraisal process e.g. what happens re writing up the forms, submitting the forms etc
4. Ask for feedback
Ask the employee for feedback on the meeting. Ask something like ‘is there any way we could improve future appraisal / review meetings?’ Not only will this question give you valuable information for future meetings, but it can also give you the opportunity to address any issues the employee is unhappy with from this meeting. For example, if the employee were to say ‘I’d like to spend more time talking about my development’ you could say ‘shall we spend some more time on that now?’ or you could arrange a follow up meeting. The key point here is that you don’t want the employee to walk away from the meeting with any ‘unfinished business’ – feeling that they haven’t had the opportunity to say everything they wanted to or with unanswered questions. Of course you could also simply ask ‘is there anything else you’d like to say or questions you’d like to ask?’
5. Thank and give feedback
Thank the employee for their contribution to the meeting and add any positive feedback you have on the meeting (if you actually feel the whole thing has been like pushing porridge you might want to keep that to yourself)
How you review and close the meeting can have a real effect on how your employee views the meeting as a whole (as most of us remember more of what happens at the end of a conversation than the middle!) so taking some time to really close off the meeting well can really pay dividends
Would you like a step-by-step guide – that you can read in just 10 minutes – on how to run motivational performance appraisal or review meetings?
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