When you give feedback to a team member at their performance review, you want it to be useful as possible. But unless you give feedback on things that truly impact their work performance such as their behaviour, approach, skills and knowledge and separate these from your personal opinions and preferences, they won’t be able to act on it.
People are more likely to change their approach or behaviours if they feel it is their own choice and it is not being imposed upon them. Coaching a team member effectively is about enabling them to think and act in new ways wards a way of thinking which does not feel enforced.
Forcing anybody to do something that is not natural to them or is not the way that they have always done something is likely to fail. However, using coaching you can gently reintroduce them into a new way of thinking.
Even in the best of times, performance and development reviews to aid with management development (sometimes called PERs, PDRs or appraisals) can be tense, stressful and anxiety-inducing. Now, amidst a global pandemic, performance reviews present an even greater challenge, particularly for those in your team who work remotely. It is likely that they will be wrestling with the complications associated with working from home as well as the pressures of preparing for their review.
So how can you help make sure that the conversation is a productive one for both of you? Here are some tips that will help ensure sure that both you and your team members get the most from your remote reviews.
Here are ten ways to develop your team members that don’t cost anything.
When thinking about what your team members need to develop, don’t automatically assume that this means they need to go on a management training course – it doesn’t. There are many things that you can do to develop your team members ‘on the job’ with coaching and mentoring support from you or other people.