How often do those people feel personally motivated to give their best efforts to the task?
If you've followed this blog for a while, you'll know that at Genesis Business Advisers we're big fans of leaders who coach the members of their team in order to encourage their best work.
Part of being a coach is taking the time to sit down with each of your employees and provide the space to have a two-way dialogue about their role within the business.
Even though this dialogue can (and should) be happening on a consistent basis throughout the year, annual performance appraisals are the key to establishing a culture where honest and judgment-free communication and feedback is encouraged.
Performance appraisals focused on giving and receiving feedback build trusting relationships where the employee feels:
1) understood, and
2) receptive to any constructive criticism you might need to provide over the course of their employment.
While it can be tempting for managers to default to using performance appraisals as opportunities to criticise employees, constructive feedback is linked strongly with employee satisfaction and productivity, even if areas of under-performance need to be addressed.
To motivate your employees, give valuable feedback that answers the following questions:
- Why does my role exist?
- What am I supposed to achieve?
- How do I influence others?
- What is the quality of my relationships with my manager, team members and colleagues?
Are you building a workplace culture where honest feedback and two-way dialogues are encouraged?
If you already have a formal performance appraisal process in place, now is the time to collect employee feedback and schedule one on one interviews.
If you’d like to talk more about how to get the best work out of your team, ask me about performance appraisals next time we meet, or send me your questions via email: firstname.lastname@example.org.