Page 199 - Everything I Know About Business I Learned

Communications

written review, or employees will focus only on
what is written on paper, rather than the impor-
tance of your dialogue. Also, by engaging in con-
versation, it demonstrates your willingness to hear
their point of view, and that the final appraisal is
not etched in stone yet—at least not until you’ve
talked things through. This can only enhance the
give and take.
• Keep the dialogue light and upbeat, focusing on
key strengths and accomplishments.
• Listen to their feedback, concerns, and comments.
You may be surprised—perhaps even change your
mind about a performance—once you gather the
facts from their perspective. I was surprised on
more than one occasion by what I didn’t know
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about an employee’s achievements.
• Employees should not be surprised by the content
of your review. If that element of surprise does
exist, then you need to examine your communi-
cation during the year to understand why your
message didn’t come across sooner.
• Ask how you can help to make the job better,
what training or additional support your employ-
ees could use, and how they perceive themselves
within the organization.
• Look for the “button,” the key to the employee
that may come up during the conversation. It may
be a hobby, an interest, a passion, or position
aspired to. That may help to direct and engage
them to a greater degree.