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Get people involved in how you manage performance

Let employees have their say and give them a sense of ownership

When it comes to business, everyone makes a difference. If you can use performance reviews to show how constructive feedback has led to tangible business impact, you’ll help your people feel connected and motivated to perform at their best.

Make sure your employees can identify how and when they receive constructive feedback. It’s important they recognise how they, the team and the organisation can all use feedback to shape the business’s future success.

Performance review

Give your people a sense of ownership over the review process by getting them involved from the start. It will boost their engagement with it and encourage them to build a better understanding of its importance and value from the outset.

You could start by:

  • Letting them decide on the name for the process
  • Asking if they prefer a written record
  • Allowing them to decide how often individual reviews take place
  • Involving them in creating the content and structure of the review
  • Welcoming constructive feedback, then changing the way you run reviews –if necessary – based on their responses

Open up

Don’t keep things to yourself. Gather and share information about how your development activity is helping boost your performance as a business. Talk widely about new customers, new product performance, successful strategies and return on investment. It’ll build confidence and understanding while demonstrating that you know everyone is involved in making those successes happen.

You might want to go into more depth with your team about how the business is progressing, so together you can trace the link between their performance and the business’ successes. You can do this more generally at team meetings, or more specifically at performance reviews.

In it together

As well as assessing individual performance it’s useful to look at how your team is performing as a whole. It’s also essential you consider your own performance as a manager and get feedback from the team on how you’re doing. They could highlight areas that really work for them or identify aspects of your role that you could address, to help them better do their jobs.




Wendy Perry's picture

This is really useful for us particularly as we are about to meet to amend the support staff process having heard feedback from line managers.