As a manager, the last thing you need is another action item, right? But if you add this one task – and do it on a regular basis – you’ll be amazed at how much time it will save you on annual performance reviews.
Ready? Here it is: Provide feedback.
You might be thinking, “But that’s what a performance review IS…” True, but when you break the content of a performance review into small, manageable bites over the course of a year, it takes a lot of the pressure off the formal review, both for you and for your employees.
It’s not hard. Feedback doesn’t have to be given in a one-on-one meeting or a mini-review, unless that’s what you want to do. It can be as simple as saying, “Nice job,” or “Thanks for putting in some extra time. It really helped getting that report out a little early.”
By the same token, it’s much easier – and more effective – to address negative actions as soon as they arise.
How does that save you time on performance reviews? When you’ve established a practice of providing ongoing feedback, it becomes much easier to remember – and to articulate – your employees’ strengths and weaknesses. You’ll whiz right through all that paperwork! And the review itself will go much more smoothly, with no surprises.
As a bonus, regular feedback reinforces positive work practices and helps correct undesirable behaviors in real time. Your reward: a happier, more productive workforce…and plenty of glowing performance reviews!